The Induction Process at Statpack Industries Limited - Case Study Example

The Induction Process at Statpack Industries Limited Name Course title University Date Contents page number 1.0 Introduction ……………………………………………………….3 2.0 Organization profile……………………………………………….4 3.0 Induction policy statement………………………………………..4 4.0 Induction objectives………………………………………………5 5.0 The program outline……………………………………………..6 6.0 Induction training and support………………………………….. 7 7.0 Overseeing of probationary employees…………………………9 1.0 Introduction The induction process is rather considered as a very important aspect of every company`s human resources practices. During the induction process, various aspects ought to be considered when formulating the objectives and the importance of the induction process. Therefore we can define the induction as the actual processes and the detailed support that is availed by any sound organization in order to help a new employee to learn about the organization, its members, the organization`s policy statements and tasks of the accompanying job. The induction has been established to convey three types of information to the new employee. The first type of information is normally about the daily work, the next is about the organization history whereby the founders of the company are reviewed, the objectives, services, products and the operations about the company are also discussed about in this part. Finally the other type of information availed is normally about the employee`s job contributes to the company`s needs. In this part, the employee is educated about what he or she is supposed to offer to the company. It should also be noted that the company`s policies, employee benefits and the work rules are also dictated in this particular part of the induction process. We can therefore conclude that induction is rather a modern technique through which a new employee in any organization is rehabilitated into the new changed surrounding and introduced to the new set of rules, policies and the purposes or goals of the organization through a rather welcoming process. This noble idea of welcoming the new employee to the company makes him or her feel meaningful to the company and feels at home therefore he or she is likely to put much effort into his or her job task and therefore end up performing well. 2.0 Organization profile The organization of interest is the Statpack Industries limited. This is an industry founded back in the year 1989 and is categorized as a packaging industry. A packaging industry offers solution to the packaging problems by availing to the industries the packaging materials such as the adhesive tapes, the shrink wraps, the printed security seals amongst other variant packaging products. This company was founded by Mayur Shah together with his brother. This company initially specialized in adhesive tapes; however the company now specializes in a wide variety of packing materials and products. The company is a certified distributor of coding machines such as the linx printing machines; it also distributes various products made by the ABRO Company situated in South Bend in America. The company manufactures paper cores of various sizes and also offers printed tapes as well as the strapping products. In the class of services, the company has a technical department that offers after sales repairs to the already sold machines in various companies. We therefore can state that this is a big company that is already ISO certified therefore it has procedures in place that are normally followed by the new employee`s in the company. One such procedure is the induction process of every new employee. 3.0 Induction policy statement Statpack industries limited have set a policy that must be followed by every employee in the company. The statement states that every employee of the company should be committed to satisfying the organization`s customers by manufacturing and supplying quality self adhesive tapes, high quality packaging items and services in the accordance of the customer’s requirements at all times during their duty at work at the company. 4.0 Induction objectives Human resources personnel’s have always stated that induction is the process of helping any new employee to transform into an efficient and productive member of the organization as soon as possible by minimizing the errors, accidents and the costs of the employee turnover by the act of giving them a good first impression of the company. It should be noted that a well conducted induction process actually communicates to the employee that the company actually values and cares about him or her. Therefore a well conducted induction process reduces the chances of doing mistakes and accidents at the place of work hence improving the quality of work due to the increased efficiency at doing work (KT Kuntatyönantajat, 2011). The objectives of this induction process are three in number. These objectives are; (a) Induction and employee satisfaction (b) Induction and performance management (c) Induction and customer satisfaction Induction and employee satisfaction is an objective that gauges the satisfactory levels of the new employee. A well conducted induction process has been established to motivate the employees very well since they have the energy to be more productive and provide quality services. Also they want to prove themselves as productive after being offered the new job. The next objective is the induction and performance management. The author Torrington et al. (2011, 251-252) claims that good human resource practices usually improve performance through influencing the employees’ attitudes positively. Employees who are committed to success are the ultimate goal of the resources management since their activities result in high motivation and such employees reduces the employee turnover and the absence costs. The final objective is the induction and customer satisfaction. A customer is always right and his or her interest must be met in the wisest way. Therefore a new employee must the guided very well on how to satisfy the customers’ needs and interest depending on the job specification of the new employee. A well conducted induction process entails all the details that have to be followed by the new employee to ensure the customer is satisfied. The set rules act as a guideline towards meeting the customer needs. 5.0 The program outline This is a program outline for a new employee who will work as a mechanical technician at the company. The employee will be tasked with maintaining the mechanical aspects of the machines at the company. Session Time Facilitator Location Method of delivery Reporting to human resource manager 8.00 AM Human resource manager Human resource manager office Speech Distribution of Brochures describing the company and its products 8.00 AM to 9.00 AM Assistant to human resource manager Human resource manager office Speech, video tapes and brochures Employee filling in relevant forms and discussion of benefits to employee 9.30 AM to 10.30 AM Human resource manager Human resource manager office Speech, Video tapes Tour to main buildings and other auxiliary facilities 10.30 AM to 11.30 AM Assistant to Human resource manager Company premises Speech Lunch 11.30 AM to 12.30 PM Human resource manager cafeteria speech Detailed tour to production building 12.30 PM to 3.00 PM Head of technical department Goods production buildings Speech, video tapes Employee Familiarization with new job at will 3.00 PM to 5.00 PM Fellow work mates Technical department workshop Speech, manuals, video tapes The new employee will fill out a form at the end of the induction process. Filling out of this evaluation form will enable the human resource management to understand what the new employee has understood regarding the company and what was not well understood. The evaluation form entails questions regarding all aspects of the company. After the employee fills out the evaluation form, the form is forwarded to the human resources manager who goes though it to check progress of the employee. What the new employee may not have well understood would be provided through regular training during the first week at the work place. 6.0 Induction training and support It has been a norm for the Statpack industries limited to provide training and support to its employees every six months to existing employees and to every new employee to the company. The company has always ensured the training is provided by highly qualified individuals so that high quality content is passed to its valuable employees. Therefore to attain this standard, the company contradicts and external body to undertake this training where three major topics are taught to the employees. The employees are taught about the ISO standards in regard to packaging industries, the standards of the British Retail consortium (BRC) and the aspects of the Gemba Kaizen. The objective of this training is to ensure every employee is aware of the standards that affect the quality of the products that they manufacture at the company. Therefore their ultimate goal is to let the employee digest all the standards and practice them at the work place so that they realize high quality products are services so that they continually meet and exceed the customers satisfaction levels hence they continue being relevant in the packaging market. Every staff of the company is tasked with understanding the ISO specifications in the industry of packaging materials. The staff should understand during the training what is expected of him or her as contributions towards meeting these standards. They should work together according to work specialization with efficiency so that their company can be ISO certified every year during the external audits. It should be noted that the staff should also understand the standards of the British retail consortium and the agendas of the Gemba Kaizen since their company deals with packaging products that find their way to food products. Therefore the products that manufacture should at all the times be safe and clean beyond any reasonable doubt. The training which is undertaken at the social hall at the company`s premises is undertaken by the staff in groups. The groups are classified according to the work specialization at the company. The machine operators are classified in a single group, the loaders in their group, and the management personnel in their groups also, the shift supervisors are also classified according to the groups, the cooks and the cleaners are also classified into their own group. The groups are educated on the standards according to their prescribed duties since different standards apply to the kind of work they do. Various methods are used during the training. Video tapes showing what their counterparts do in various parts of the world are used. Brochures detailing the standards are also distributed to the staff during the training. Questions and answer sessions are also undertaken by the teaching personnel during the training. At the end of the training, all the staff is provided with n evaluation form. The staffs are normally required to fill in the answers to the questions provided and hand over the evaluations to the training personnel. The staffs are also required to write their names on the attendance sheet and sign that they attended the training. The evaluation forms are marked through the success of the training is gauged form the results of the evaluations forms. 7.0 Overseeing of probationary employees In every company, before an employed is employed on contract or permanent basis, the employ normally undergo the probation period. During this probation, the skills and knowledge of the employee are analyzed and gauged if they are of quality or if the employee can be able tom handle the specified job position. If he or she fails to prove his or her skills, then the job opportunity may be denied depending on the company policies. Therefore we can state that probation is a period in which a job candidate is allowed to show his or her skills. After this period, a successful candidate is employed and all the necessary benefits are conferred upon him or her. In Statpack industries limited, the main objective of the probation process is to let the new employee show off his or her skills to provide high quality products and services as stipulated by the company`s quality policy. During this period the employee is monitored by the supervisors and the report forwarded to the management for documentation. In this company the probation period is normally six months. After the six months, the employee is either employed on permanent basis or on contract basis. The probation procedure is that the new employee writes monthly reports about his or her progress, the employee details the achievement realized by his or her activities at the work place and the recommendations that he or she finds necessary at the company. This report is normally forwarded to the human resource manager at the first week of every month and it is documented. After the six months, the all reports are complied and analyzed, the achievements are noted down and the management sits in a meeting to discuss about offering the job position to the new employee. If the employee is successful, he or she gets the appointment letter and terms and condition about the job position are discussed into details with the human resource manager and all the necessary forms are filled and duly signed. At the end of the sixth month, an employee is normally required to fill and appraisal form or simply a probation evaluation form. In this particular form, all the goals met by the employee are noted down, the achievements are highlighted, the key challenges and difficulties experienced during the probation are also noted down. This form is also forwarded to the human resource manager at the end of the sixth month. Therefore we can conclude that in every company in the modern world of business, employees are normally subjected to probation periods that vary in terms of duration. The probation period has been established to be very useful in gauging the capabilities of any new employee in any organization as it gives a precise opportunity to the human resource managers to exactly monitor the capabilities which the employee stated to posses during the interview. References Torrignton, D.; Hall, L.; Taylor S.; Atkinson C. 2011. Human Resource Management. 8th Edition. Essex: Pearson Education Limited. KT Kuntatyönantajat 2011. Hyvä perehdyttäminen on kaikkien etu. Consulted 7.2.2013. http://www.kuntatyonantajat.fi/fi/tyoelaman-kehittaminen/hr/osaaminen/perehdyttaminen/Sivut/default.aspx British Retail Consortium. London: TSO, 2006. Print. Iso 22000 Food Safety. Guidance and Workbook for Food Manufacturers. London: B S I Standards, 2007. Internet resource. Kaburu, Connie. "Statpack Industries Limited." Statpack Standards and Policies. Statpack, 15 Aug. 2014. Web. 12 Dec. 2015. . Read More