HR Insights by Piyumi

  Optimizing New Joiner Induction Program There are numerous procedures involved when a new employee joins a company. However, a number of such actions are primarily in your organization's best interest. They certainly do not aid a worker in performing their duties more effectively, avoiding typical mistakes, boosting productivity, or feeling a part of the team. Induction metaphors are inter-personally translated via interactive discourses of the induction process, building on the idea of "interaction imbalances" (Drew and Heritage, 1992). In this framework, the function of newcomers and trainers is demonstrated and investigated.Starting an employee induction program can take so much labor that it can bog down completely and never reach its initial version. Additionally, there will be important lessons learned from the initial iteration of your staff induction program. These lessons may alter how you see future iterations or additions to the program. This article explores...

  Working Together Towards a Common Goal What is a team? “A group of people working together in a coordinated way towards a common goal” A team is defined as: the people who are dedicated to a shared cause, meaningful goals, and complementing abilities. They share a collaborative working style, are clear about their respective duties and responsibilities, and hold one another accountable for the team's performance. Teams that are successful show confidence, excitement, and a constant desire to get better. Without teamwork houses take long to build, government collapse and companies are outshined by their competitors in the market and lastly without teamwork people lose their inspiration (Husain, 2011). According to Wageman (1997) “company’s teamwork is the only way anything gets accomplished with quality and efficiency and a major reason why economic growth is under control and company’s success is scrutinized by top management to achieve the desired goals.”   In a s...

  “Training has the distinct role in the achievement of an organizational goal by incorporating the interests of organization and the workforce” (Stone, 2002 as in Khan et al., 2011, p.63). Training programs are essential to organizational survival and competitiveness (Knoke & Kalleberg, 1994; Liu, 2002; Wang, 2001). Thus, training programs are often the first to go activity (Young, 2008 as in Boadu et al., 2014). “One of the most frequently encountered human capital development interventions is training” (Campbell & Kuncel, 2001, p. 278). Without a reasonable cost, there can be no profit. According to Lloyd (2002), managers are less likely to pursue training because of its high cost. Most managers consider training to be more of a cost than an investment. The claim is that it is challenging to prove a direct causal link between training and productivity. According to them, benefits are immeasurable and difficult to quantify whereas costs are real (Tremlett & Park, ...