EFFECT
OF INDUCTION TRAINING TO EMPLOYEES JOB SATISFACTION
Figure 01: Theoretical Framework
Source:
(Leidner D.
E,2006).
Induction training
In the present era, one of the most
important considerations of organization’s human resource is the induction
training program. To welcome the new employees in the organization, it is just
not enough to give then induction pack, which will have the rules, regulations,
policies etc. and some other important information regarding their support or
to know the organization. There must be the thing which will be under employee
interest too. Thus, induction training is much ignored part in the
organizations. Induction training is the one of the first processes and support
by the organization, as it is considered very helpful for new employee to
settle down in the organization. For this purpose, organizations first must
know about what important things this process should have in it. Literature
states that one of the most important part of induction training is to welcome
the new employee into the organization, meeting with human resource department,
let them know the most important things regarding their organization’s culture,
organization’s history, benefits, criteria of eligibility, work environment of
organization, new job responsibilities, organizational chart and all the other
things that are relevant to working in the new company (King et al., 2018).
Induction training helps to reduce employee turnover, induction training
process helps in developing realistic job expectations, positive, the most
important objective of induction training is to develop the important talents,
information and behaviour of employees that their organization and their post
requires. Induction training should be SMART (Specific, Measurable, Action
orientated, Relevant, Time bound). Well conducted induction training helps to
communicate to the employee that the company values and cares about him or her.
Proper induction training has lots of benefits such as, if proper induction
training has been done in the organization, and then it will minimize the
repetition of mistakes, quality of work and satisfaction level of customer
raises (Viljanen, 2018).
H1: Induction training impacts
significantly employee’s job satisfaction. (Figure 1)
Leading manufacturing company
conducts induction programme for their newly hired employees and employee can
gain proper knowledge about the company and its manufacturing process and how each
department interact with other departments. It completely covers all processes.
Organizational culture
Culture can be defined in a variety
of ways. For example, 164 definitions of culture are being reported by Leidner
(2006) and Kroeber (1952). According to Hall (1976), it is identified by
morals, values and beliefs the way that people can possibly think, act, solve
problems, make decisions, design, plan and lay out their homes and cities, and
also shape their economic, political, and transportation systems. Culture was
defined by Hofstede (1980), as “the combined mental programming that
differentiates the members of one group or category of people from another”. It
can also be said that it is a set of shared and permanent meanings, values,
attitudes, views, and beliefs that characterize cultural, national, or other
groups, and guide their behaviour (Triandis, 1998).
H2: Organizational culture moderates
significantly between induction training and employee’s job satisfaction. (Figure
1)
That company provides 2 days of
training about organizational culture. It includes norms, beliefs of company. And
also, it includes workshops for identifying values, morals and thinking
patterns of employees and get to know about each other’s.
Work place motivation
Studies
reveal that motivated employees are more dedicated toward to their work and
organization. According to Meighan (2000), quality induction training programs
make employee’s committed to the organization.
H3:
Workplace
motivation moderates significantly between induction training and employee’s
job satisfaction (Figure 1).
And
also, that company conducts motivation programs from the induction and conducting
continuously once in three months. It increases employee retention and more commitment
for workplace. And give better outcome from the employees.
Employee job satisfaction
Employees
plays very important role in attaining competitive advantage, as they are the
assets and backbone of all organizations. In this competitive environment, it
is a big challenge for organizations to retain them in the organization and to
avoid continuous turnover. A feeling of satisfaction considers as a job
satisfaction. As job satisfaction is the combination of both internal and
external factors. At the workplace if the employee is physically happy and
relaxed or psychologically if his/her job according to them, then they will
have the feelings of satisfaction. Those feelings will be the job satisfaction
of an employee (Hoppock, 1935; Qureshi and bin Ab Hamid, 2017). Three are also
different things that causes employee job satisfaction like, according to Vroom
(1964), it is very important for the employee’s job satisfaction that is
whether the job duties or roles match according to the education and
expectations of the employee or not.
That
company believes that induction programs together with organizational culture
and workplace motivation improve job satisfaction of the employee.
REFERENCES
Hall
E. T. (1976). Beyond culture. Anchor Books, Garden City, CA.
Hofstede
G. (1980). Culture’s consequences: International differences in work related
values. Sage, Beverly Hills, CA.
Hoppock
R. (1935). Job satisfaction. Oxford, England: Harper Job satisfaction.
King
V., Roed J. & Wilson L. (2018). It’s very different here: practice-based
academic staff induction and retention. J. High. Educ. Policy Manage.
40(5):470-484.
Kroeber
A. L. (1952). A critical review of concepts and definitions. Peabody Museum of
Archaeology & Ethnology, Harvard University.
Leidner
D. E. (2006). Review: A review of culture in information systems research:
toward a theory of information technology culture conflict. MIS Quarterly. Pp.
357-399.
Meighan
M. (2000). Induction training: Effective steps for investing in people.
Qureshi
M. A. & bin Ab Hamid K. (2017). Impact of supervisor support on job
satisfaction: A moderating role of fairness perception. Int. J. Acad. Res. Bus.
Soc. Sci. 7(3):235-242.
Triandis
H. C. (1998). Converging measurement of horizontal and vertical individualism
and collectivism. J. Person. Soc. Psychol. Pp. 118-128.
Viljanen
K. (2018). Impact of employee induction programme on performance and
development: Case sector alarm.
Vroom
V. H. (1964). Work and motivation. New York: Wiley.
I agree with the fact that induction programs play a vital role in an organization. As it has the ability to give the new entree a better understanding about his job role and the impact he can create to the organization.
ReplyDeleteThank you Zameera for giving valueable comment in my blog. I agree with you. According to Hoppock (1935); Qureshi and Hamid (2017) employees plays very important role in attaining competitive advantage, as they are the assets and backbone of all organizations. In this competitive environment, it is a big challenge for organizations to retain them in the organization and to avoid continuous turnover. A feeling of satisfaction considers as a job satisfaction. As job satisfaction is the combination of both internal and external factors. At the workplace if the employee is physically happy and relaxed or psychologically if his/her job according to them, then they will have the feelings of satisfaction. Those feelings will be the job satisfaction of an employee.
DeleteGood explanation on Induction Training , Organizational Culture ,Motivation and Employee satisfaction. Preceding a one step, recruiting the correct candidate for the organization is the first step on the correct direction for achieving companies other goals. Recruitment and selection are key drivers of company performance and economic growth (Ekwoaba, Ikeije, & Ufoma, 2015). Making the wrong recruitment decisions can be costly both in terms of loss productivity, replacement cost, as well as psychological well-being and productivity costs to existing employees (Boushey & Glynn, 2012). Missed recruitment opportunities can also be detrimental to company performance, in particular when recruitment results in a homogenous workforce: Diversity in the workforce results in significant business advantages (Hunt, Prince, Dixon-Fyle, & Yee, 2018). At the same time, on an individual level, job satisfaction and career success have a significant impact on well-being (Bowling, Eschleman, & Wang, 2010). This is not apprising given that working adults spend the largest proportion of their time at work (Thompson, 2016). Recruitment and selection therefore is also a key driver of well-being. The wrong person in the wrong job is not only detrimental to the employer but also to the employee. Recruitment decisions are consequential for individuals, for companies, and for society. They also occur frequently, with an upward tendency: employees from Generation Z are three times more likely to change jobs than their Baby Boomer counterparts (Heitmann, 2018). This is also true for career choices. 49% of people change their career within their working lives (Indeed, 2019). Equally, recruitment and selection decisions do not just occur at the job entry point. Internal project, client, responsibility, and team allocations, as well as promotion decisions, occur frequently throughout an employee's life span and have a significant effect on the organization's performance and make up, as well as, the individual's career progression and job satisfaction.
ReplyDeleteThank you Vidura for commenting my blog. I agreed with your comment, according to Vroom (1964), it is very important for the employee’s job satisfaction that is whether the job duties or roles match according to the education and expectations of the employee or not.
DeleteGood Introduction Chathuri, Employees that are knowledgeable, well-integrated, and productive are essential components of every organization's success. Of special relevance is the necessity to ensure new employees obtain the needed expertise to achieve the status of valuable assets for the firm. This makes investment in new employee induction training an inevitable activity that demands adequate preparation and implementation. One of the training methods used by firms to assist new, transferred, reclassified, and promoted employees in adjusting to their new jobs rapidly is induction training (Mchete & Shayo, 2020).
ReplyDeleteThank you Zaky for your comment. According to Viljanen (2018)Induction training helps to reduce employee turnover, induction training process helps in developing realistic job expectations, positive, the most important objective of induction training is to develop the important talents, information and behaviour of employees that their organization and their post requires. Induction training should be SMART (Specific, Measurable, Action orientated, Relevant, Time bound). Well conducted induction training helps to communicate to the employee that the company values and cares about him or her. Proper induction training has lots of benefits such as, if proper induction training has been done in the organization, and then it will minimize the repetition of mistakes, quality of work and satisfaction level of customer raises .
DeleteAgree on the facts mentioned on your blog Chathuri. The ultimate goal of having an induction program is to produce better performing employee. An induction program should address the Theoretical knowledge, Practical knowledge & Employee integration. Researchers has found that employee performance depends on the knowledge obtained through induction programs & that it encourages employees to work as a team (Mchete & Shayo, 2020)
ReplyDeleteThank you Layanjalie for commenting my blog. According to Viljanen (2018)Induction training helps to reduce employee turnover, induction training process helps in developing realistic job expectations, positive, the most important objective of induction training is to develop the important talents, information and behaviour of employees that their organization and their post requires. Induction training should be SMART (Specific, Measurable, Action orientated, Relevant, Time bound). Well conducted induction training helps to communicate to the employee that the company values and cares about him or her. Proper induction training has lots of benefits such as, if proper induction training has been done in the organization, and then it will minimize the repetition of mistakes, quality of work and satisfaction level of customer raises .
DeleteThe idea of an induction program has been a major topic among many businesses, regardless of the industry, and it needs to be meticulously planned in order to produce the desired results. Through it, employees are introduced to their duties and responsibilities, coworkers, and the organization's premises (Crawford, 2008). Effective induction programs benefit the employer in numerous ways, such as by increasing employee output, loyalty, retention, and contribution (Klein and Weaver, 2000).
ReplyDeleteThank you Ranga for giving your comment on my blog. According to King, Roed and Wilson (2018) To welcome the new employees in the organization, it is just not enough to give then induction pack, which will have the rules, regulations, policies etc. and some other important information regarding their support or to know the organization. There must be the thing which will be under employee interest too. Thus, induction training is much ignored part in the organizations. Induction training is the one of the first processes and support by the organization, as it is considered very helpful for new employee to settle down in the organization. For this purpose, organizations first must know about what important things this process should have in it. Literature states that one of the most important part of induction training is to welcome the new employee into the organization, meeting with human resource department, let them know the most important things regarding their organization’s culture, organization’s history, benefits, criteria of eligibility, work environment of organization, new job responsibilities, organizational chart and all the other things that are relevant to working in the new company.
DeleteGood Introduction Chathuri, Job satisfaction can be defined in several ways, but according to Bloomfield (2014), job satisfaction is a behavior of an employee about their work that is dependent on a variety of elements, including both internal and outward feelings of an individual. To ensure an employee's contentment and retention in the company, the employee should first have thorough knowledge and information about their work and the organization. They can obtain all this crucial information during the induction process, which is considered the new employee's initial training. Induction training is one of the fundamental and essential resources for improving manpower consumption and perhaps enhancing employee work satisfaction (Chang and Busser, 2017).
ReplyDeleteThank you Christeena, according to Vroom (1964), it is very important for the employee’s job satisfaction that is whether the job duties or roles match according to the education and expectations of the employee or not.
DeleteI agree on your article Chathuri. the goal of having an induction program is to better performing employee. An induction program should address the theoretical knowledge. Practical knowledge and employee integration. More researches has describe that employee performance depends on the knowledge obtained through induction programs and that it encourages employees to work as a team. like that job satisfaction can be defined in several ways to improve there organization. According to (Vroom. 1964) Job satisfaction is an orientation of emotions that employees possess towards role they are performing at the work place. Job Satisfaction is the essential component for employee motivation and encouragement towards better performance .Many people has defined job satisfaction over the years. (Hoppok,R,& Spielgler. 1938) defines job satisfaction as the integrated set of psychological, physiological and environmental
ReplyDeleteconditions that encourage employees to admit that they are satisfied or happy with their jobs.
Thank you Pushpa, induction training helps to reduce employee turnover, induction training process helps in developing realistic job expectations, positive, the most important objective of induction training is to develop the important talents, information and behaviour of employees that their organization and their post requires. Induction training should be SMART (Specific, Measurable, Action orientated, Relevant, Time bound). Well conducted induction training helps to communicate to the employee that the company values and cares about him or her. Proper induction training has lots of benefits such as, if proper induction training has been done in the organization, and then it will minimize the repetition of mistakes, quality of work and satisfaction level of customer raises (Viljanen, 2018).
DeleteAgreed Chathuri. Furthermore, Several employee development programs' main objectives are to fulfill the organization's mission and assist employees in absorbing the culture of the company (Gerbman 2000)
ReplyDeleteThank you Shazlinsahar. According to Vroom (1964), it is very important for the employee’s job satisfaction that is whether the job duties or roles match according to the education and expectations of the employee or not.
DeleteAgreed, Great article Chathuri, Every organization should have knowledgeable, productive, and well-integrated employees in order to succeed. Particularly intriguing is the need that new personnel acquire the skills necessary to contribute significantly to the business. As a result, spending money on new recruit orientation training is an essential task that necessitates careful organization and execution. Induction training is a type of procedure used by businesses to help new, transferred, reclassified, and promoted workers quickly adapt to their new employment (Noe, Hollenbeck, Gerhart & Wright 2017).
ReplyDeleteThank you Manoj, according to Flippo (1964), “Induction is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organization.” and according to R.P. Billimoria (2013), “Induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization”.
DeleteAgreed to the content Chathuri, according to Armstrong (2009), training should be systematic in that it is specifically designed, planned, and implemented to meet defined needs. It is provided by people who know how to train, and the impact of training is carefully evaluated. Thus training involves the application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily and improve organizational performance. And Lewthwaite (2007), training and development are one of the key factor that employee performance totally depends on contributing to organizational performance.
ReplyDeleteAgreed Sachini, any effective company has training in place to make sure employees can perform his or her job. During the recruitment and selection process, the right person should be hired to begin with. But even the right person may need training in how your company does things. Lack of training can result in lost productivity, lost customers, and poor relationships between employees and managers. It can also result in dissatisfaction, which means retention problems and high turnover. All these end up being direct costs to the organization. (Branham,L, 2005).
DeleteFurther adding to your post with regards to organizational culture, employee behavior is influenced by corporate culture (Tianya, 2015). Therefore, organizations have their own distinctive image and character. It is a strong force that can affect the behavior of people.
ReplyDeleteThank you Onita for commenting my article. According to Hall (1976), it is identified by morals, values and beliefs the way that people can possibly think, act, solve problems, make decisions, design, plan and lay out their homes and cities, and also shape their economic, political, and transportation systems.
DeleteHi Chathuri, a great introduction and agreed with your post further training plays a significant part in this competitive globe in the qualified and business format. Training is the cornerstone that enables jobs to function smoothly and smoothly, which also helps to enhance the quality of employees' working lives and organizational development. Development is a method that contributes to the organization's qualitative as well as quantitative advances, particularly at the managerial level, it is less regarded with strong abilities and is more worried about understanding, values, attitudes, and behaviors in relation to particular abilities. (Bharthvajan and Kavitha,2019).
ReplyDeleteAgreed Nirosha, any effective company has training in place to make sure employees can perform his or her job. During the recruitment and selection process, the right person should be hired to begin with. But even the right person may need training in how your company does things. Lack of training can result in lost productivity, lost customers, and poor relationships between employees and managers. It can also result in dissatisfaction, which means retention problems and high turnover. All these end up being direct costs to the organization. (Branham,L, 2005).
DeleteGood introduction, Chathuri. Job satisfaction is an employee's behavior about their work that is influenced by a number of internal and external factors. To ensure an employee's satisfaction and continued employment, he or she must first possess extensive knowledge and expertise about their work and the firm. All of this vital information may be obtained during the induction process, which is considered the new employee's initial training. Induction training is one of the fundamental and necessary tools for maximizing manpower utilization and perhaps boosting employee job satisfaction. (Triandis H. C. , 1998)
ReplyDeleteThank you Yohan, employees plays very important role in attaining competitive advantage, as they are the assets and backbone of all organizations. In this competitive environment, it is a big challenge for organizations to retain them in the organization and to avoid continuous turnover. A feeling of satisfaction considers as a job satisfaction. As job satisfaction is the combination of both internal and external factors. At the workplace if the employee is physically happy and relaxed or psychologically if his/her job according to them, then they will have the feelings of satisfaction. Those feelings will be the job satisfaction of an employee (Hoppock, 1935; Qureshi and bin Ab Hamid, 2017).
DeleteNice elaboration Chathuri. Furthermore, through a variety of training and development programs, training and development focuses on enhancing and upgrading an employee's skills, knowledge, competences, and experiences. In order to increase productivity, organizational competitiveness, and performance, it is essential to provide employees with the skills and competencies they need in today's competitive world. Training is a deliberate, systematic effort made by an employee to perform well in a particular activity or set of activities. Development, on the other hand, increases employees' capacity to move into employment in the future and prepares them for various positions within the firm.
ReplyDeleteThank you Upul for commenting my blog article. Employee development programs must be comprises with core proficiencies, appropriate structure through which organizations develop their businesses at corporate level. The basic function of the theory is to gain knowledge, cooperation, inventive thinking and resolving problem (Janet Kottke,1999)
DeleteI agreed your content Chathuri ,Furthermore According to Armstrong (2009) job satisfaction is clearly link to that of engagement Job satisfaction refers to the attitudes and feelings people have about their work. Positive and favorable attitudes towards the job lead to engagement and therefore job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction.Morale is often defined as being equivalent to job satisfaction.
ReplyDeleteThank you Nimesha. It is very important for the employee’s job satisfaction that is whether the job duties or roles match according to the education and expectations of the employee or not (Vroom 1964).
DeleteAgree with the content & Good introduction Chathuri. Proper induction training has many benefits, such as reducing mistakes and increasing work quality and customer satisfaction. Induction training significantly impacts employee job satisfaction. Job satisfaction is the combination of internal and external factors. Organisational culture moderates significantly between induction training and employee job satisfaction. Quality induction training programs make the employees committed to the organisation. A company that provides motivation programs from the induction and conducted continuously once in three months increases employee retention and commitment
ReplyDeleteThank you Tharindu, according to Flippo (1964), Induction is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organization and according to R.P. Billimoria (2013), Induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization.
DeleteNice article Chathuri,
ReplyDeleteAccording to Ohabunwa (1999) if organizations train their employees very well, managers and superiors would
have the confidence to delegate authority to their subordinates but when subordinates are not properly trained, it
would be difficult for authority to be delegated to them by their superiors.
Hi Chathurika. I am totally agreed with you. Thus, I have few concern about the article. the training is provide vital role in the organization,. Thus, as my view every organizations can not afford same level of trainee to its employees. As a example, small and medium scale organizations may be trainings are more costly rather that the benefits are getting thereon. in other hand, some employees may leave the organization for their better future after getting considerable development, if the organization does not meet required level of salary and other benefit. Then the staff turnover may be high due to acquisition of the organization talent pool by the competitors. Further, you see the present country's situation, many talent pool may leave the country for foraging employment, specially in IT industry. Then, the training itself could not stop increasing Staff turnover. Sometime the technology is surpassed the human. in this situation many organization is motivation to invest in technology for instance, the automated system with keeping minimum level of human resources. Still i this the training plays more vital role, thus training itself can not provide benefit to the company and as my view it should be collaborate with good strategic direction and organization policy level for overall organization objectives.
ReplyDeleteAllowing participants to engage in role-playing and scenarios is an effective method to allow them to demonstrate their understanding of the material. Combining in-person and self-service online training is a way to ensure business continuity without sacrificing employee development." —Eric Mochnacz, HR Consultant, Red Clover
ReplyDeleteWhen employees are involved in making decisions, they gain a professional and personal stake in the organization and its overall success. This commitment leads to increased productivity as employees are actively participating in various aspects of the company and wish to see their efforts succeed overall (Dijk & Michal, 2015). This is not only beneficial to company growth, but is also on-the-job training for workers. The increase in responsibility expands employee skill sets, preparing them for additional responsibility in the future (Lievens & Chapman, 2019).
ReplyDeleteTraining of all types including: induction, on the job and off the job training are vital to assist the employees to get a better handle of their job (Chidambaram, Ramachandran and Thevar, 2013). Induction training especially allows new employees to better settle into a new work place. This allows the employees to be more comfortable and thus improve their performance. As they are welcomed through induction training, they would be more satisfied and hence motivated. This article of yours, emphasis the importance of induction training to promote motivation. This is a key component of the recruitment process otherwise ignored. Your blog shines a light on the vitality of this matter. Well said!
ReplyDelete