Contents EXECUTIVE SUMMARY 1 1. INTRODUCTION 2 2. CURRENT APPROACH TO INDUCTION 3 2.1 FORMAL INDUCTION 3 2.1.1 Day 1 3 2.1.2 Day 2 3 2.1.3 Day 3 4 2.2 Informal Induction 4 3. Methodology 4 4. FOCUS GROUP DISCUSSION 5 4.1 Participant demographics 5 4.2 Students Perspectives 5 5. DATA ANALYSIS AND INTERPRETATION 7 6. RECOMMENDATIONS 8 7. CONCLUSION 9 8. REFERENCES 9 APPENDIX – A 10 APPENDIX – B 11 EXECUTIVE SUMMARY 1. INTRODUCTION Socialization can be defined as a process of shaping
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Objectives of HR Policies: The company aims to fulfill the following objectives through its HR Policies: • Ensure a high degree of selectivity in recruitment so as to secure super achievers and nurture them to excel in their performance. • Impart such induction‚ orientation and training as to match the individual to the task and inculcate a high sense of organizational loyalty. 1.3.2 HR Policies for Various HR Procedures: • Recruitment Policy: In Deepak Group‚ recruitment and selection of personnel is
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directly appoint newly recruited employee‚ Mr. Anton to perform the job. Mr. Anton missed the opportunity to get proper induction program from the company. Gradually he couldn’t perform the job up to the expected level and it cause to de-motivate the other employee. Due to the improper HR planning‚ absence of proper strategy to attract employees‚ improper recruitment‚ selection and induction Processes Company couldn’t recruit right person to the job. It also caused to lost revenue and orders for the particular
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Reflective commentary Placement one The aim of this essay is to reflect and evaluate my experience whilst on my third year first placement in a nursing home for people with profound and severe learning disabilities. This reflective commentary will describe briefly about my placement setting and also about the nature of the service they provide to the service users and how I have participated in handover during placement. Finally it will underline the feedback from my mentor and the staff‚ actions
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Developing skills in a large organisation through training and development A National Grid case study Page 1: Introduction National Grid is one of the world’s largest utilities. It focuses on the delivery of energy (gas and electricity) safely‚ reliably‚ responsibly and efficiently. The networks include: around 4‚500 miles of overhead power lines 340 electricity substations 4‚300 miles of high pressure gas pipelines around 80‚000 miles of distribution pipes delivering gas to 11 million meters
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Assessment Brief Cover Sheet (HE Courses) | | |Course Title and AOS Code: HND Diploma/HNC Diploma in Health & Social Care (Care Practice) HD5HSC/HC5HSC | |Learner Name: | |Class Session Code: | |Assessor:
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experience as being an associate mentor. ►My accent/pronunciation make others difficult to understand me. Opportunities ►As to achieve my goal I take this opportunity to involve other member of staffs in the induction phase and throughout the placement to improve integration into the whole team. ►Update ward welcome pack with essential information for the students including terminologies used on the ward. Threats ►Busyness of the ward and shortage
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InTRODUCTION TO Human resource management Human resources may be defined as the total knowledge‚ skills‚ creative abilities‚ talents and aptitudes of an organization’s workforce‚ as well as the values‚ attitudes‚ approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities‚ acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. The human resources are multidimensional
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will ensure maximum employee contribution and also ensure coordination between the different departments. Staffing The process of obtaining and maintaining a capable and competent work force. It covers manpower planning‚ recruitment‚ placement‚ induction and orientation‚ transfer‚ career progression‚ promotion and separation. Controlling This involves the measurement of performance against goals and plans and to identify deviations and placing the process back on track. 2. Operative
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Induction training is training given to new employees. The purpose of the induction training (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people‚ the surroundings‚ the job and the business. It is important to give a new employee a good impression on the first day of work. However‚ the induction programme should not end there. It is also important to have a systematic induction programme‚ spread out over several days
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