ONLINE INDUCTION

 

(SAMPLE PICTURE FROM GOOGLE IMAGE)

According to Kelly Rainer (2007), online induction system is an online system which is easily managed and reporting of the induction process of new employees to expose new employee in their new environment organizations and promotion requirement. With online induction, organization will be able to expose the induction to new employees on company’s policies. There are four basic induction programs that should be taken by all employees:

I) Conditions of Employment

II) Safety, Health, Security & Fire

III) Employees’ Conduct, Performance and Development

IV) Employees’ Involvement

Induction program is conducted widely in all organization. Nowadays, more and more organizations are using e-induction for a convenient method in introducing the company to employees. Building a solid employee induction program gives you the ability to introduce the company and make new employees feel welcome and understand how their piece of work contributes to the bigger picture of your company. Employee induction programs can also be the first step to establish a safety culture. A well set out employee induction can influence the attitudes of staff, send a vital message to employees that safety is considered as a high priority and ensure that individuals understand the systems and processes in place that support safety in the workplace. However, there are some advantages and disadvantages of using e-induction.

 

Having disadvantages on a system is a normal thing. Although the online induction have disadvantages, it is necessary to be developed since that the trend of competing with the market is by the technology development. The need of using technology as a medium can result in a more systematic and effective induction training to employees. However, negative implications on implementing the system should be considered before giving training to employees via online induction.

 

        

TRAINING AND DEVELOPMENT

Training is a short term learning process, which is intended to improve skills or knowledge which has immediate application to the benefit of the individual as well as the organization. Development is the process of transition of an employee from lower level of ability, skill and knowledge to that of higher level. This transition is influenced by education, training, work experience and environment. This will improve value of individual employee in terms of his self-development, career growth and contribution to the organization.

Before giving training to employees, there are few things need to be viewed in the first place. Training and development can be seen as a cycle. The cycle of training and development starts with identifying the needs, deliver training and evaluate training. This training circle is widely known and used model for process involved in professional development.

            Besides knowing the training cycle, the SMART objective for training was also a recognized set of objective before conducting training. The SMART objectives are as follows.

S	It should be specific in that they can explain a number of individual tasks.
M	They are measurable in that you can determine if the tasks have been completed by checking against the targets.
A	They are achievable in that resources are available to complete the project.
R	They should be realistic. Clearly projects have to be set at an appropriate level and be relevant to the development of the individual. We have to ask whether the person presently has the skills to carry out the project, does he/she need training or can they learn by completing the project?
T	Finally, the project should be time-bound in that you have to set time targets for completion, and possibly for reviewing progress.

After the objective of training and development is fulfilled, the training can be given to employees. Evaluation is a very important thing to do when training is conducted. It helps the trainer, trainee and also the organization to checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

Benefits and Services

Employee benefits and insurance includes all benefits and services, other than wages for time worked. It is provided to employees in whole or in part by their employers. Basically, there are four divisions of employee benefit, which are supplemental pay, insurance benefits, retirement benefits and executive services.

Supplemental pay refers to pay for time not worked. Some examples of supplemental pay that are common among us are sick leaves, parental leaves, vacation and holidays and severance pay. Insurance benefits refer to employees benefit for health insurance. It includes worker’s compensation such as hospitalization, disability and death insurance. Company will provide a list of health care service which can provide a reduce cost for health consultation to the employees. According to www.amcheck.com/employee-benefits, benefits also include medical, dental, disability, COBRA, section 529, 401(k) and IRAs, employee hotlines, employee assistance programs (EAP) and even more. Retirement benefits are referred to the benefits received for pension and early retirement. The examples of benefit are the social security, ERISA and PBCG. Last but not least is the Executive Service such as vacation and medical benefit. 

These benefits are attached with the policy issues in designing benefits packages. The policy is as follows.

Employees’ benefit gives advantages for both employers and employees where both sides meet a mutual benefit. The employers will be able to retain employees and the employees gain satisfaction in terms of physiological need, safety and security needs as well as the love and belonging need according to the Maslow’s Need model.