Induction

On average, 17% of working population leaves their job per annum. This means that potentially, one in six employees faces a first day in a new job every year. One reason people change job is that they never feel welcome or a part of the organization they join. As a result many choose to switch rather than fight, and simply quit their jobs and move on to another company shortly after they are hired. When this happens the organization they leave behind is faced once again with the need to hire, induct and train another employee.

A thoughtful new employee induction programme can reduce turnover and save an organization thousands of Rupees. Whether a company has two employees or 20,000, it should not leave new employee induction to chance.

More and more organizations are beginning to realize the positive benefits of utilizing part time workers. Unfortunately they often think of these employees as not needing induction, since they will only be there for a short while. This attitude often contributes to an even higher turnover rate.

Managers can measure staff turnover set periods using the formula:
Number of leavers/average number employed = turnover rate

For E.g. 12/{(64+56)/2} * 100 = 20%

Where 64= number employed at the beginning of period
56= number employed at end of period
20= Average turnover rate per period

If the personnel or manpower section can detail the amount it spends on advertising and recruiting over the same period or if it can specify the costs of recruiting those personnel who leave, then we can get a measure of what it costs the company to lose staff against what it costs to recruit them. Few organizations go to the bother of making such comparisons, probably because of the difficulty in collecting statistics.

Designing an induction programme reduces both permanent and part time employee turnover and at the same time quickly prepares workers for their new jobs. Reduced turnover along with better-inducted and trained employees means better service for the customer.