Articlegold2012

A theory evaluation of an induction programme

18 citations0/0 files storedSA Journal of Human Resource Management

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Human Resource Development and Performance Evaluation Human Resource and Talent Management Evaluation and Performance Assessment

Abstract

Orientation: An induction programme is commonly used to help new employees understand their job within the organisation. Research purpose: The main aim of this study was to examine whether or not the programme theory of an induction programme was plausible and would lead to the intended outcomes as described by the programme manager.Motivation for the study: Induction training is one of the most common training programmes in an organisation. However, there is little research to evaluate whether or not the activities of an induction programme will lead to the intended outcomes of such a programme.Research design, approach and method: This theory evaluation used a descriptive design. One hundred and thirteen employees of a media company completed a ten-item, five-point Likert scale which measured their perceptions of the programme’s outcome, identification with the organisation and intentions to stay with the organisation.Main findings: From this theory evaluation it was apparent that an induction programme based on an implausible programme theory could be problematic. An implausible programme theory affects the design of the programme activities and unsuitable activities may not deliver the desired outcomes.Practical/managerial implications: The intention of the evaluation is to guide human resource managers through a process of replacing an implausible programme theory with one that is plausible, and which ensures better alignment of programme activities and outcomes.Contribution/value-add: The evaluators showed how a plausible programme theory could improve programme design. This redesigned induction programme may lead to benefits, such as staff retention and company identification, rather than the vague assumption that it has been conforming to a legal obligation.

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References

1979Evaluation: A Systematic Approach 1995Perceived Intragroup Variability as a Function of Group Status and Identification 1997Evaluation : methods for studying programs and policies 1987The functions of program theory 2000THE EFFECTIVENESS OF AN ORGANIZATIONAL‐LEVEL ORIENTATION TRAINING PROGRAM IN THE SOCIALIZATION OF NEW HIRES 2006Organizational socialization 1993Work commitment in relation to withdrawal intentions and union effectiveness 2000New Employee Orientation Programs

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2019On-boarding new employees: a three-component perspective of welcoming 2020THE ROLE OF INDUCTION TRAINING ON PERFORMANCE OF NEW EMPLOYEES AT WORKPLACE: CASE STUDY OF THE OPEN UNIVERSITY OF TANZANIA 2016Organizational Developmentaction: Inductionprogram 2017Organizational Development action: Induction program 2015A STUDY ON TRAINING NEEDS ASSESSMENT AND ANALYSIS AT SPECIALTY CORPORATE HOSPITAL, CHENNAI

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