Human resources development : induction programs - difficulties, impacts and solutions

Abstract

Induction is the organizational supportive introductory stage for new employees to settle quickly into their job and soon become active and efficient workers. Most academic studies related to this topic focus on the perspectives of the employees and neglect the employers’ point of view. Thus, the author of this thesis decided to look into the topic again on behalf of the employers. The theory deals with relevant literature in Human Resource Management and especially inductions programs. The empirical part includes a survey that was carried out in a large-scale customer-service based company. Qualitative methodology and semi-structured interviews were used for investigation. Results confirm the significance of induction program to new entrants’ performance and retention in company X. The research also indicates the three main obstacles of employers while conducting induction program. They are the contradictory relationship between time and workload, individuals’ diversity and communication breakdown. Based on the findings, the thesis suggests the employers of the company X to lengthen the period for induction program, increase the quantity of training courses and trainer meetings for the quality of trainers. Moreover, the employers should improve their line manager’s appraisals for the instructors’ assignments, extra working-hour, payment, and the check-up on the trainees’ backgrounds. Furthermore, regarding the instructors, the improvements in induction contents, materials, and interactions within the trainer and trainees are recommend.