Executive SummaryEmployee induction/ orientation and training form very critical aspects of employee management more so in the modern era of information Technology. To evaluate this, the report focuses on the fundamental issues regarding employee induction at the XYZ Air lines. The current training is outlined as well as the existing problems and the existing shortcomings that require change. The paper generally introduces the topic and gives an analogy and significance of employee induction. Managerially, proper employee induction and training serves as a very critical step in the recruitment process as the new recruits gets to know and grasp all the work procedures and pertinent organizational behaviors.
The 5week orientation program for the XYZ Air line outlines the specific areas that should be touched on including The overall organization function, Employee duties and roles, Organizational policies, values and rules, Organization culture and Employee benefits. The training is also expected to cover the emerging issues in the aviation industry like Crew Resource Management and Aviation Human Factors. Introduction In an organization, all the employees have to perform at their optimal best for the organization to achieve success and increase profits.
Organizations can achieve both, if efficient employees are recruited. The apt and equipped employees can be recruited by having a well-organized recruitment process and staffing process. But, that is not the end, it is only a start, as employee orientation/ induction and training as well as performance appraisal needs to be undertaken regularly to retain as well as motivate the recruited employee’sperformance appraisal in all organizations. Induction is the technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies, purposes and importantly culture of the organization.
“…culture could enhance the level of organizational commitment and thereby ensure organizational success” (Rashid et al 2003, 708) It is possible that new employees may find it hard to cope in an organization if orientation is poorly done. For XYZ, to increase the productivity and thereby the profits, its workers have to function with lot of commitment, dedication and motivation. For the workers to function this way, the good orientation and training processes should be carried out. Employee recruitment, orientation and training are closely related processes in an organization.
Ensuring that the processes are duly carried out may lead to successful recruitment and retention as a result of reduced work dissatisfaction that is responsible for high turnover. Organizations including XYZ Airlines have to recruit qualified employees, to replace the underperforming ones, due to expansion or replace those who leave due to natural attrition. After recruitment, retention can also be achieved by appraising the employees, motivating them and also rewarding them (Dieleman, Toonen, Toure & Martineau 2006, 1).
Importantly, it is paramount that employees be oriented well and objectively so that they are integrated into the organization. Orientation process conducted without any bias will give accurate information on what is expected of employees and how they are to meet the set objectives. In line with this argument orientation acts as benchmark for performance appraisal since the employees, when being evaluated are deemed to have fully integrated into the system and understand all that appertains to their duties. This requires that employees be trained well during the orientation given that the work place is faced changing.
Orientation thus, should be a tool for potential fulfillment and realization of organization’s goals, and it should an organizational policy that employee’s is trained to meet the demands of rapid technological changes. This is more crucial in an air line industry where there is growing relevance of the concept of Crew Resource Management and Aviation Human Factors.