Employee socialisation

This presentation provide a brief description of socialisation process, Induction and RJP

1. Employees Socialisation By : Aarti

2. Socialization: Socialization is the process by which a person learn the values, norms and required behaviors which permit that individual to participate as a member of organization.  Or we can say that “ socialization is the process of adjusting of the new member to the organization”

3. Benefits of socialization : Successful socialization is beneficial not only to individual but also to the organisation Individual may be benefitted: 1)By increased satisfaction 2) by increased performance 3) commitment toward the organisation Organisation may be benefitted: 1) by reduction in startup cost of each employees 2) by reduction in the cost of employees turnover

4. Process of socialization :

5. Pre arrival stage: In this stage all new recruits arrives the organisation with a set of values, attitudes, expectations and learning. In other words, pre-arrival refers to all the learning that occurs before a new member joins the organization For Example: when a person is joining a job he/she might go and ask people in order to obtain information about the organization. An MBA graduate knows from the Professors what business is like . Employees also comes to know about the organisation and the job during the selection process.

6. Encounter stage: Encounter Stage  is the part of the stages of socialization  where a person joins or enters an organization. Individuals discover how well their expectations match realities within the organization.  At this stage employee join or enter in the organization and by entering they might have some: Shocks Expectation Reality In this process of adjustment, the individual tries to replace his/her own values and norms with those of the organisation. If the member simply cannot reconcile to those values and norms of the organisation then he/she quits the job.

7. Metamorphosis stage In this stage employees learn the skills required to adjust with the organization's norms and values and changes himself/herself to adjust to the job, new groups or organization.

8. Approaches to socialization:

9. Realistic Job Preview Realistic job previews is a process during recruitment of an employee which clearly highlights all the pros and cons related to the job profile, giving the candidate the most accurate information about the job . Realistic Job Previews (RJP) are developed to provide the potential applicants a true picture of the different features of the job. It highlights not only the positive aspects, but also the negative aspect of the organisation

10. RJP Model consist 4 interrelated mechanism Vaccination against unrealistic high expectation Self selection Coping effect Personal commitment

11. When to use RJP: When candidate can be selective about offers ( specially during the time of low unemployment ) When selection ratio is low ( the organization may have more job applications then position vacant) When recruits are unlikely to have enough information available to them to develop realistic expectation ( such as with entry level, complex or unique job) When replacement cost are very high

12. Induction: “Induction is the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work.”

13. Objective of induction: To smooth the preliminary stages when everything is likely to be strange and unfamiliar to the starter To established a positive attitude toward the company in the mind of new employee To obtain more effective output To reduce the employee absenteeism

14. Process of induction

15. 1)Pre-employment phases: This stage refers to the period during which the new staff member has accepted an appointment but has yet to commence. It presents an ideal opportunity to create a positive early impression on the new staff member In this organization provide publication audio-visual and reference material to new recruit Reference material: it include organisational chart, telephone list, terms and condition etc Working document include programme learning tests, employees development manual, etc. Arrangement can also be made for new employee to visit the new work place.

16. 2)Primary stage: This phase start after the employee join the organization , induction training at this phase has two objective: To orient new starter To protect new starter

17. 1 ) To orient new starter include provide information regarding Surrounding: building or factory layout Health and safety: first aid facilities, emergency procedure Time keeping: break, working hour, and work pattern Comfort: toilet, rest , and canteen area 2) To protect new starter in the work environment information should be provided: Code of conduct: relationship expected between employee and client of the org. Contract or agreement : which define relationship between employee and employer The responsibilities of new employee to themselves and other employees in term of health and safety.

18. 3)Main induction: This phase include: Induction into the organization: this include introduce the new employee about the aim, objective, rules, regulation and culture of the organization. Induction into the job : this step ensure that the employee have the information and particular skill to perform the new job effectively. It means they have clear definition of their goal and standard expected.

19. 4) Review of induction process: After the first 3 phase it is essential for the employer to review and evaluate the process. Primary Evaluation - The reaction, learning and behaviour of the inductee and how well these match up to the objectives of the induction. Secondary Evaluation - The effects of the induction on the organisation in terms of staff retention, attendance, flexibility, equal opportunities, health and safety and customer care. Induction programmes, as with any training, should be modified according to the results of the evaluation.

20. References: Werner Jon M. , DeSimone Randy L. , Human Resource Development , sixth edition, Krishnaveni R., Human Resource Development, excel book