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In human resource development, induction training is a form of introduction for new starters in order to enable them to do their work in a new profession or job role within a business (or establishment)〔Collins Dictionary, 2014. ''Induction Training''. () (Updated 2014) Available at: http://www.collinsdictionary.com/dictionary/english/induction-training [Accessed 17 October 2014)〕 Training can be systematic or unsystematic training. Induction training is systematic training. The systematic model supplements natural learning with a systematic intervention that relates to the organisations objectives. The features of induction training include: *Training is part of the organisations overall planning process and is in line with its goals *The organisation has a training strategy which shapes the approach to employee development *Skills are planned for and addressed systematically through formal training *There is a continuous cycle of training analysis, activity and evaluation 〔McCourt, W., 2003. ''Global Human Resource Management: Managing People in Developing and Transitional Countries''. 1st ed. Cheltenham: Edward Elgar Publishing Limited.〕 Induction training provides employees with a smooth entry into the organisation by providing them with the information they require to get started.〔Cushway, B., 2011. ''The Employers Handbook 2011-12: An Essential Guide to Employment Law, Personnel Policies and Procedures''. 1st ed. London : Kogan Page Limited. p.110.〕 The goals of induction training are in line with those of the wider induction process. These goals are to: *Create a positive atmosphere *Address any new job concerns *Increase comfort level and feeling of belonging *Increase knowledge of the organisation and its procedures and policies *Share organisational values *Share job specific information 〔Krishnaveni, K., 2008. ''Human Resource Development: A Researcher’s Perspective''. 1st ed. New Delhi: Excel Books. p.115.〕 In small organisations, the responsibility for carrying out the induction training usually rests with one person. In larger organisations, the responsibility is shared between managers, supervisors and human resources.〔Krishnaveni, K., 2008. ''Human Resource Development: A Researcher’s Perspective''. 1st ed. New Delhi: Excel Books. p.119.〕 In the case of both big and small organisations the employees and his/her, senior manager play a major role in inducting an employee. Their responsibility is to ensure that the induction program is followed and the desired induction goals are achieved. During the Induction, the human resources are responsible for preparing the induction checklist (updating periodically), the planning and administration of the formal program, assisting and advising employees 〔Sangale, R & Webster, P., 2007. ''Induction Pocketbook (Management Pocketbooks)''. 1st ed. Alresford: Management Pocketbooks Ltd.〕 The induction itself is usually conducted within the workplace by competent trainers and speakers in a presentation format.〔Cushway, B., 2011. ''The Employers Handbook 2011-12: An Essential Guide to Employment Law, Personnel Policies and Procedures''. 1st ed. London : Kogan Page Limited. p.109〕 Induction training can also be in a written format, which can be sent to a new employee before they start, or handed to them when they start or delivered as a Computer based format.〔Krishnaveni, K., 2008. ''Human Resource Development: A Researcher’s Perspective''. 1st ed. New Delhi: Excel Books. p.120.〕 The induction training should satisfy two objectives: *The new employee who wants to be integrated into the social group of the organisation will know about the particular task that they will do within the whole system of the organisation *The trainer is able to get to the trainees trained up in order to successfully integrate them into the specific area of the organisation for which the individual is being trained for.〔Krishnaveni, K., 2008. ''Human Resource Development: A Researcher’s Perspective''. 1st ed. New Delhi: Excel Books. p.118.〕 ==Considerations for planning effective induction training== The induction is the first real opportunity the new starters get to experience their new employer. If for example the trainer is no good or the facilitation lacks, then the new starter may very quickly become bored and may even question their choice of employment.〔Call Center Helper, 2010. ''What does a good induction programme look like?''. () (Updated 2014) Available at: http://www.callcentrehelper.com/what-does-a-good-induction-programme-look-like-11302.htm (17 October 2014 )〕 Induction training must be comprehensive, collaborative, systematic and coherent to be effective〔Nard, P, A., 2007. ''The Effects of Induction Training on Beginning Teachers’ Classroom Management''. 1st ed. Michigan : ProQuest LLC.〕 and make a positive impact with the trainee. According to TPI-theory, training should include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees.〔DiVA, 2010. ''Introduction- On the introduction programs’ importance for the integration of new employees''. () (Updated on 2010) Available at: http://his.diva-portal.org/smash/record.jsf?pid=diva2%3A346543&dswid=7121(17 October 2014 )〕 There are different ways in which different businesses conduct induction training in order to enable new staff and recruits to do their work. I.e. Starbucks, who ensure their induction is very practical to set the expectations of the job〔Starbucks, 2014. ''Learning and Development''. () (Updated 2014) Available at: http://www.starbucks.com.hk/about-us/become-a-partner/learning-and-development (22 October 2014 )〕 compared to the Exxonmobil Graduate schemes program which spans the first year of employment, with the bulk of the induction training happening in the first two weeks to ensure they have built up the background knowledge before learning about job or role particular training.〔ExxonMobil, 2014. ''Graduate Training & Induction Program''. () (Updated 2014) Available at: http://www.exxonmobil.co.uk/Australia-English/HR/careers_why_induction.aspx (22 October 2014 )〕 The right balance of training will not be too intensive an information-giving session as this will be ineffective〔Oxford Brookes University, n.d. ''Guidelines for induction of employees''. () (Updated n.d.) Available at: https://www.brookes.ac.uk/services/hr/handbook/recruitment/induction_new_employees/guidelines_induction.html (22 October 2014 )〕 as individuals will start to lose concentration and may end up missing crucial information. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Induction training」の詳細全文を読む スポンサード リンク
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