Identifying Employees at an Early Stage

Employers, at times fail to build a proper rapport with new employees. This not only makes the recruitment process never-ending, but also an unproductive investment. The cost of hiring and retaining the employee matters the most compared to any other costs especially in this era of Information Technology. Every employee becomes an investment and a profit center for the company.

To socialize an employee has always been an area of struggle for the corporate groups. This is true irrespective of the size of corporate; the degree of struggle may vary but the struggle is persistent. One of the reasons for an employee discontinuing the job is the lack of proper understanding about mutual expectations. Every employee has certain expectations from the employer and vice versa. This situation in particular is very challenging as well as healthy for both. (Here, distinguishing between an expecting and demanding employee is also important).

Many times, employers may consider "Induction and orientation program" as an unnecessary evil and try to avoid such activities. Such a trend is highly observed in small and medium scale business groups.

These employers focus on employees' early contribution to the work, their output and rush through to bring the new employee on board. The employee may be burdened and gets lesser opportunity to build a good relation with the business group. Eventually, bonding with the immediate reporting authorities and seniors becomes stronger than the bonding between an employee and the principal employer. Sequential resignations become a problem for the employer, when few of the senior members plan to separate from the company. The employers, in an effort to retain the senior employees not only empower them but also place them in a dominating position.

Can such and many more issues be halved at an initial stage and hence at the right time? Up to a certain level, yes of-course.

The only way to go about tackling the situation is right employee selection process and thereafter introducing the new entrants with the business processes and career prospects. The "Induction and Orientation Program" is therefore very important. Here, providing a healthy and conducive environment to an employee and retaining them becomes a vital responsibility of the employer. To understand the psychology of employees and provide them an optimum platform to perform and grow becomes a professional challenge for an employer. This not only helps him bond with the organization, but may also motivate him to shoulder additional responsibilities.

Employers should address every new employee as a future partner right from the very first day. Here, the employer is always in a win-win situation, as he has limited liability towards the employee on one hand; on the other hand he experiences outright contribution from employees. Selecting the right and skilled person is not enough for an employer but sharpening their skills, boosting their morals, partnering them in the business process and just letting them to do their best is equally important.

An undernourished baby always bears some shortfalls throughout the life. To help the child attain good health in the later stage (sometimes) is not only difficult, but may be an unrewarding attempt for the family. The point is about identifying the needs of your employees at right time and nurturing them in a good and conducive environment.