As I train the people who manage the human resources areas, I discover that some organizations put "aside" or forget the socialization process through the implementation of an induction or orientation program for the new employee.
I am going to develop this theme…
Once the desired collaborator has been recruited and selected, it is necessary to guide and train them; providing you with the information and knowledge necessary for you to be successful in your new position, even if you already have experience in the position.
Let's see where this phase of the selection process is
By definition, labor socialization is a “process by which the individual manages to appreciate the values, the competences, the expected behaviors; the social knowledge that is essential to assume a certain labor role, and the precise attitudes to participate as a member in the activities of an organization ”.
Through this process, the employee understands and accepts the values and norms that are postulated in an organization. There has to be a match between the values of the company and the individual.
The person seeks acceptance, tries to adopt the guidelines of conduct that govern the company and tries to have favorable attitudes towards the policies and levels of relationship between bosses and their work team.
Let's talk about the benefits we get from implementing an induction process, let's see some of them:
- The more prior information new collaborators have in relation to the organization, the easier the socialization process will be. The more the “new collaborators” are involved in the activities to be carried out in the organization, the easier their integration will be and the greater their commitment and performance will be. Build a feeling of belonging and permanence in the organization. We reinforce the psychological contract through the employee being part, having a part and taking part in both the task and the achievement of results. Reduce rotation. Save time for bosses and colleagues Improved employee engagement Lower recruitment and training costs. Learning is facilitated. Reduce stress and anxiety in new employees. Reduce start-up costs.
What do we mean when we talk about induction?
Induction is the initial process by which the new employee will be provided with the basic information that will allow them to quickly integrate into the workplace. It is common for induction to include: the organization's values, mission, vision and objectives, policies, working hours, days off, pay days, benefits, company history, staff services, quality, customer service and work as a team, visits to facilities, special programs, preventive medicine service among other points. This adaptation process occurs both in the workplace and in the organization.
Phases of an induction program
The phases of the design of the induction program are: objective, contents related to the organization, evaluation and monitoring. I emphasize the follow-up since in this way we guarantee to receive feedback from the new employee and make the appropriate improvements or adjustments to the program.
It is also important that the supervisor have an interview with the new employee verifying the understanding of the induction and clarifying the points that were not clear.
Facilitating the description of tasks, objectives of the position and the area, relationship with other positions, presentation to a colleague or work team and the performance evaluation system.
Finally, let us remember that this orientation process facilitates adaptation to the work team and the collaborator feels the joy of working in that organization and the desire to continue working in it.
