How HR's should manage New Recruits?

The culture shift that employees face in big cities too, is real and companies make sure their employees feel “at home”. A handset manufacturing unit in South India, for instance, has introduced family allowances for its employees. The reason — most of the workers hired by this company are women who hold ITI and diploma certificates, and hail from rural or semi-urban backgrounds.

For them, working in a city is a huge culture shift. Their families too have to deal with additional expenditure. To deal with such cases, the company has introduced family allowances which are disbursed as cash-payoffs to the employees.Thus by doing so companies can make the best use of their employees & the employees will also give their best in terms of productivity.

         New recruits surely feel a little bit uncomfort, the new environment,'what to do, what is right/wrong everything will be abig question infront of them.So If they are provided with good guidance will make them comfortable. Always make them feel We are with you.

I am not a great fan of outsourced induction programs. They dont have the personal touch that the inhouse ones have.

I feel that is essential that the induction program be conducted in house by someone that the new employee will have ready access to.

Nikhil

I would suggest when the guy is new,he/she is very immatured and is mostly running for money.You need to make them understand that no company promotes a person to a senior position unless the guy gives enough time to the organisation and money comes automatically.Down the line it is the growth which matters and happiness and satisfaction play a major role in that.And if this message is sent across by a respected known person in the organisation,people will listen to him.Also there shouls be frequent interaction of the senior guys with the newly recruited ones.It gives the new ones a morale booster.

After working for several different organisations in multiple geo's, I would suggest to outsource Induction.

Inducting an individual to a organisation needs special attention from both the employer and employee. There is indeed a professional care is required for that short period of non productive period.

Every organisation needs to keep up with change and realign goals.  So every induction pro-gramme is different. 

A new employee joining an organization is very unsure of the organization culture. The first and foremost important aspect of induction should be cultural orientation of the new employees and their families.

HR should provide a buddy from the peer level having similar social background will be a great support, who can help the new recruit to assimilate in to the culture.

A intial hand hold of the new employee is must as that it provides the support needed  from the organization to settle down both professional front as well as family front.

HR manager is first and most important person when we think of the first impression to the new recruit as HR Manager is person who is front face of the organization for the new employee so HR manager needs to be well balanced in handling the new recruit.

The new recruit should be provided with basic induction / orientation of all the HR policies and about the fringe benefits or direction before the person comes to know through others.

Conducting a monthly gathering of the families can be an great way of cultural orientation for the new joinee and his family.

Clarity of the policies, role and delegation authority etc., and scope to interact with the buddy over lunch can be another informal way cultural orientation.

City orientation will also help the new recruit.

HR manager has a very important job of taking feed back the new joinees  at a span end of first day, end of first week, end of first month, end of first quarter or six months.

The information gathered will be useful for future improvement as well as for damge control if some issue of the new recruits are not resolved and conceern is eunable to express freely or assumes the things are this way in this organization, than the same will come to light and swift corrective action can be take.

New recruite needs to be provided oppurtunity, time, space to adjust to the new envirnoment and culture.

I always would say that the first day impression has an long way impact on the new recruit.

There is no autonomy in working hours and working environment. When a work is entrusted to an employee, always the employer will be behind the employee till the completion of the work. This attitude should be removed from the employer. The employee should be given the autonomy in both timing and nature of working. Most of the occasions, the employer wants to extract the full work from the employee without leaving the last of minute of the working time, some times even overtime also. After all, the employee will also be a human-being. He/she should have a liberty in working environments.  

Buddy program - Associating the new recruit with an existing employee who can act as one point contact for required information, could provide the necessary information about org culture, help the new recruit feel at home, give him a great deal of emotional support  - surely a great tool to manage new recruits.

----  Welcome them, let them feel homely. Tell them : everybody was once 'new' and nothing to be wooried for

----  Make them familiar with the past and present of the company

----  Be with them, train them on-the-job starting with the less dificult job first.

-----  After some a period, send them to the Training Institute.

----- Rest .... HR people, you know and know the best. Ultimately U are supposed to know.

I think these basically the same in most companies. One can not deny that first is always lasting and counts. An Induction Program is a must, giving them the complete tour of your organisation. Review the benefits in greater detail together with facilities, as part of this program while reviewing company policies. Most people are too keyed up when joining a new company and tend to be casual about such issues. If you have printed material, read it to them, before handing it over stressing on important topic. Allow them to participate in the discussions. Discuss safety factors. Let me get to know their colleagues. It helps to post or circulate their background. Assess their concerns, if any. Get their feedback and try and soften their concern if these can not be fully solved. I feel regular meetings during the probationary period help. Motivate them iwhenever, you can

At times, it does not matter how good your recruitment process has been, you can be wrong about. Person you recruit and the new employee does not fit in or might not .get the work satisfaction or it could be that it take too long to commute or they have a better offer or whatever. Act immediately. It is mistake and to err is human. Do not let it get to you