An effective off-the-job training includes the procedural analysis of the recruited employees' job positions, a judgment, and collection of things that the employers have to learn, appointing HR personnel to guide the employees more effectively as dealing with people is a major part of their job, supervision b trained personnel, and particular work-related assignments in order to judge the efficiency of employers. The process of induction is significant and important in many ways as it delivers numerous benefits (Grobler & Warnich, 2005, p. 209). The first and foremost point that signifies the process of induction is reducing the cost and minimizing the troubles caused by employees that leave the organization at the very early stage of their job period.
The starting days of the job are the most crucial days for both the employee and employers as the probability of an employee leaving the organization is highest during these days. These costs involves the cost of recruiting another employee in replacement of the employee left, the cost of getting the replacement employers trained, costs involved in replacing any non-permanent agency or services for the job position, cost induced due to the extra concern and supervision needed by the job, cost imposed due to the rectification and neutralization of the errors and mistakes done by the previous employees.
The induction process provides an effective solution to minimize all these costs and efficient and effective induction makes up many benefits for the organization and for the employer itself (Armstrong, 2003, p. 18). The second very important point of significance of the induction process is the fact that the process increases the commitment and dedication of the employees toward the employers.
A dedicated employee is a person that realizes its relationship with the organization; moreover, the employee has a desire of working hard and limiting the skies in order to bring more benefits and advantages to the organization.
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