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DELTA Energy - "Developing and implementing an induction programme for new employees"

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DELTA Energy - "Developing and implementing an induction programme for new employees"

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Samenvatting

This thesis is concerned with the development and implementation of an induction programme, specific to DELTA's Energy division. This division concentrates on the production, trade and selling of energy on the business-to-business market. The lack of a definitive divisional induction results in confusion amongst employees, since they are not fully aware of the organisation in a wider context and their role in it.

For the purpose of the theoretical part of this thesis Internet research has been conducted and written information has been consulted in the form of books. What soon became apparent was that a good induction programme is fundamentally important for any company, as it makes employees feel welcome and helps them settle into the organisation quickly and perform at their best. This, of course, benefits not only the employee but the organisation as a whole. Therefore, any time and money directed towards this should not be seen as a cost, but as an investment.

In most cases, a programme exists out of general training, mandatory training and job training. In addition, establishing standard evaluation procedures are considered useful.

The empirical research provided an insight in what DELTA staff feel is important when developing an induction programme. The need for a programme was confirmed by all interviewees. However, the interviews conducted revealed a wide range of differing opinions and suggestions, not all of which were compatible for each other. Accepting that it is not possible to cater for all suggestions, I have formed a model which creates a consensual approach, taking into account measures and opinions which seem to reflect the majority feeling. Not only have I looked for consensus amongst DELTA staff, the recommendations also reflect suggestions derived from international models.

One of the most conspicuous recommendations made is that every new employee should be appointed a buddy. This would be a direct colleague and would help the new employee integrate within the team and organisation. In addition to this, the benchmarking exercise, as well as the interviews, promotes the use of evaluation as an important element. This ensures that the employee is getting on well at the same time as allowing continuous improvement of the programme.

Also, the new employee should meet all departmental managers and spend time in other departments in order to watch and learn their operations. This would not only help the employee gain a clear picture of their place within the organisation, but would also offer the employee, as well as the company, the opportunity for flexibility and career progression.

The newly developed induction programme will provide the new employee with a solid grounding. This will ensure that new employees' potential is harnessed from the outset, maximising opportunities for all parties. In turn this is likely to improve upon the employees' relationship with the company in the longer term and help to generate a good employee retention rate as well as contributing towards a high standing reputation for the company within the wider community at large.

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OrganisatieHZ University of Applied Sciences
OpleidingInternational Business & Management Studies
InstituutAcademie voor Economie & Management
PartnersDELTA NV, Bruinisse
Gepubliceerd in
Datum2010-06-23
TypeBachelorscriptie
TaalEngels

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