Youngsters, who come fresh out of college and join an organisation, need some time to adjust to the organisational working environment. These days most of them are tech-savvy, have a very positive “can do”, easy-come-easy-go attitude and are quick in adjusting.
They may find it challenging to work for the full day initially. If it is office work, it may be difficult to spend the entire day sitting at their desk and solely concentrating on their tasks. In case of field work like a sales job, they could similarly get tired.
Keeping away from the common social media apps like Whatsapp, Facebook, chatting and so on at work could be quite challenging too. Understanding the organisational philosophy and culture, job duties and getting adjusted to the same may take some time. But fret not, because this is just a temporary phase.
Youngsters could be absorbed either directly from the top institutes through campus hiring into the management category, while others, who are hired directly from the market, are appointed at the operational level.
The Human Resources (HR) section in any company plays a crucial role. An induction plan is rolled out for new employees by the HR that would involve a couple of activities. Companies normally have a buddy system. A buddy is assigned to the newly employed on joining. The buddy introduces you to all the employees of the company, which is a part of the induction plan. In case of other concerns too the new employee can interact with the assigned buddy.
Help at handHR ensures that proper resources are given to the new employees and ensure that they are comfortable:
Prepares a workspace and organises essential equipment, for example a desk, telephone, computer and basic stationery, a bottle for water and so on.
Sets up the employee’s computer, passwords, telephone and email; shows the recruit how the communication systems work.
Shows the recruit basic facilities (restroom, coffee machine); provides a company handbook detailing any other information which will help the employee settle in.
Provides background information on the business, including products, services, key customers, business culture and philosophy and strategic objectives.
Provides basic personnel information regarding pay, fees structure etc
Communicates policies and procedures and make them all available.
Uses a mix of training methods; focusses on hands-on activities, or at least observation of activities, rather than just providing instruction manuals.
Involves the recruit in real work (with appropriate supervision) as soon as possible; identifies opportunities for early success.
Confirms understanding at every stage, particularly for written information.
Holds frequent informal progress reviews – perhaps on a daily basis for the first week, then weekly for a month; encourages discussion of problems.
Has a KRA (Key Result Areas) assigned to them.
Modifies plans in the light of the recruit’s progress and feedback.
Most of the companies also a have an intranet/website where all of the company’s information, rules and regulations are displayed. This is interactive; hence it is easy access for communication and information.
Rupali is the Director HR at STC Consultancy, Mumbai.
