Executive Summary: Induction, also called as orientation is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organization (Aswathappa, 2008). Orientation programs may take the form of formal training programs, informal orientating activities by peers and supervisors (MR et al. 1983), or a combination of both. However, sometimes due to some reasons the orientation programs may go wrong. This may be because of the attitude of supervisor or the employees are overloaded and overrated or employees are not provided with the necessary training and materials. The post office in the case study is also suffering from the same loophole.
Due to certain ambiguity in the role and responsibility of the trainers and supervisors and due to lack of certain format available for orientation program its new postal officers are not getting the necessary exposure to the organization and leaving the organization even before the probationary period is completed. Certain reasons cited out in the report for the orientation problem are lack of fixed format of orientation and training program, lack of full time trainers, lack of proper instructions available to the supervisors and no proper training to the supervisors to train new employees. In order to solve this problem as new and formal orientation program must be designed catering to the needs of the employees.
The new orientation program must give more authority and responsibility to the supervisors to handle the new employees. These supervisors should provide the new employees information about the particular facility, the personnel working on the facility, about the area to be covered by new employees and all the possible routes and means to reach the area, about how to read the maps and routes, about the maintenance of the walk books, directories, mail counts and other postal delivery records, about the internal mail handling equipment, about the delivering lettergrams, express courier items and parcels and finally about the expectations of a supervisor from employees. Finally as measure of change the report also suggests that the supervisors should also be trained properly so that they can be fully equipped with the necessary techniques and methods to train new employees. Table of Content: Executive Summary: 1Table of Content: 2Introduction: 3Nature and Causes of the Orientation Problems: 5A New Orientation Program: 7Orientation Program: 7Training Methods for Direct Supervisors: 10Introduction: Induction, also called as orientation is designed to provide a new employee with the information he or she needs to function comfortably and effectively in the organization (Aswathappa, 2008).
The idea is to make the new employees feet ‘at home’ in the new environment. It is a well-known fact that employees feel anxious on entering an organization. Effective orientation programmes reduce the anxiety of new employees by providing them information on the job environment and on supervisors, by introducing them to co-workers, and by encouraging them to ask questions.
Orientation seeks to expose new employees to each and every aspect of the company’s policies and rules (NR et al. 1996). This prevents inductees from getting overspecialized. Induction makes new hires become productive to the company quickly (Klein et al. ).