Employee orientation and induction are known as the socialization process. In today s global world, socialization has been a constant process because of the fact that organizations have become very dynamic. Organizations are more competitive today than ever before. With this competition, organizations have also become much more flexible when it comes to employee relations training. The reality of the situation is that employees need to be trained on how they can relate to their peers in the workplace to be more effective employees.
There are three phases of the socialization process, which are pre-arrival, induction, and post-arrival. The pre-arrival period occurs before an employee arrives at the organization. This period helps prepare them for working in the organization and getting to know the people in the organization. The employees get to know their co-workers well and get to know the work environment and the way that they are expected to behave. This also helps the employees get to know the kinds of things that will be expected of them.
The next phase of socialization happens after an employee has arrived in the organization. This is also known as the pre-induction period. During this period, employees need to get to know the environment of the workplace. They get to know the different colleagues and what exactly they can expect out of the day-to-day activities. Learning about the environment will help the new member of staff to be a better member of the team. Understanding the roles and responsibilities of every member of the team will help the organization effectively adapt to changing business requirements.
The third and final phase of the socialization process is the post-induction period. This is the time when most employees have established new social positions or have taken on new roles within the organization. During this stage, employees need to gain further understanding of their professional role within the company. The socialization processes can last for days or weeks depending upon the length of the induction period and the number of employees in the organization.
When a new staff member arrives in the organization, the whole staff needs to get to know them. The methods used for socializing with each other should be fine-tuned in order to create an effective network. This can be done during the orientation week that starts on the day that the employee is hired. The team leaders and HR professionals can use facilitated discussions to begin to socialize the new member with the rest of the staff. Each member of the team must have a chance to associate with the person. At least two to three times per week is necessary for the socialization process to be effective.
Once socialization has started, it should continue throughout the role of the new member. The process includes various types of outings – some are more enjoyable than others, but the group must take part in them as much as possible. These outings should be planned well in advance to avoid interruptions when the new member arrives in the organization.
Every team member should be required to socialize with the new member at least once per week. The frequency of these will depend upon the team leader and the needs of the individual member. A team leader may want his members to associate every day, while another may prefer to socialize once a week. Regardless of the preferred frequency, however, everyone must be encouraged to socialize with each other.
If there are particular days when there is no suitable opportunity to socialize, the team leader should make arrangements for his members to socialize on those days. This should happen regardless of whether the team is going to be formal or informal. It is also essential that all members of the team get involved in socializing with one another. They should not simply sit back and wait for someone else to step up and take on the role of leading the socialize. As the leader, it is up to you to see that the socialize goes off without a hitch and the team enjoys its time spent together.