Difference Between Induction and Orientation

In Human resource management, the term induction can be defined as the introduction of the newcomer to their job. It is not exactly same as an orientation, which provides basic information about the employer organisation to the fresher.

Induction and Orientation are the two programs designed to provide new joined with the information they require to function comfortably and efficiently in the organisation.

As the programs take place in the initial days, when the new hires join the organisation, it is quite hard for people, to differentiate the two. However, there exist a fine line of differences between induction and orientation, which is described in this article in a detailed manner.

Content: Induction Vs Orientation

1. Comparison Chart
2. Definition
3. Key Differences
4. Conclusion

Comparison Chart

Basis for Comparison	Induction	Orientation
Meaning	Induction is a process takes place to welcome newcomer to the organization, to make them ready for their job.	A process which involves assimilation of new joinee into the organization to rehabilitate him at the new workplace and provided with basic information about the company.
Process	One way	Two way
Involves	Introduction of the employee with the organization.	Integration of the employee in the organization.
Time horizon	Short term	Long term
Sequence	First	Second
Form	Detailed presentation or brochure of the company's rules, policies and employee benefits is provided.	Practical overview of the organization.

Definition of Induction

Welcoming new hire to the company is induction. It is a well-planned program to socialise the new joinee with the co-workers and the workplace. The term induction is derived from a Latin term ‘inducere’ which refers ‘to bring or introduce’. In this process, a person is formally admitted to the company as an employee, to take charge of a particular post.

In short, it is a process of introducing an employee that takes place on the day when he joins the organisation and provided with basic information needed to adjust as soon as possible in the new organisation to gain maximum efficiency in the minimum time. The process helps in making a positive first impression on the new recruits that they belong to the company.

Under this process, the employee is made aware of the organisational hierarchy and a review is given in the firm’s history. The overview is related to the company’s mission, vision, values, policies, norms, history of the employer, clients and partners, dress code and so on.

Definition of Orientation

Orientation is a process of helping the new entrant, to gel up in the organisation, easily and quickly. In this process, a practical overview of the organisation is given, in which the new joinee is introduced to different people working in the organisation, to make him feel ‘at home’ in the new environment. Companies spend a few weeks or even months on the orientation of the new recruits.

The objective of the program is to remove the anxiety and fear from the minds of the new hires. It is quite a known fact that employees feel anxious when the first join an organisation, they worry about how they will be able to perform the new job. Many employees feel inadequate because they compare themselves with more experienced employees. The orientation program aims at reducing the anxiety of new employees by giving them the necessary information regarding job environment, by introducing them to other employees.

Some common topics included in the employee orientation program are:

• Organizational Issues: Probationary period, Disciplinary regulation, Layout of physical facilities, Company policies and rules, etc.
• Employee Benefits: Pay scale and pay days, Retirement program, Counseling, Vacations and holidays, etc.
• Introduction To: Supervisor, co-workers, team leader, manager, etc.
• Job Duties: Job location, job objectives, job safety requirements, an overview of the job, etc.

Conclusion

The induction and orientation program may differ from organisation to organisation, but their whole-sole aim is just to facilitate smooth rehabilitation of the employee into the new organisation. The program helps to build up trust, confidence, morale and a sense of belongingness in employees towards the organisation. So that, he will give his best to the organisation.