Reference no: EM133236304

O'Meara and Petzall (2013), have defined staff induction as the process of familiarising new employees with whatever is necessary for them to feel at home and to understand and perform their duties effectively. 

The Human Resource function is under a great deal of stress during the recent COVID-19 Pandemic. The hospitality sector was one of the most affected sectors in the pandemic. The wastage in financial and human terms needs no elaboration in HRM. Undoubtedly, a portion of the blame can be attributed to faulty recruitment and selection procedures. Equally certainly, the reasons why so many people leave organizations shortly after joining them are connected to the treatment they receive from their employers during this initial phase of employment. Because of the rigours of contemporary living, stress has become a subject that is receiving increasing attention. It is interesting to note that, where research has produced data on the various factors that cause stress, a change of job receives a high weighting. Thus, the early phase in a new job is well known to be a stressful period both from personal experience and from the evidence of research data, and yet organizations continue to tolerate high rates of labour turnover and often do not seem to be able to deal effectively with a problem that has been described as 'the induction crisis'. While turnover is inevitably service specific, the objective should be to reduce unnecessary cost and disruption in the organisation. Persons are thrown into the workplace without even a meeting from team members, check-ins, safety information and an overview of the organization. They are provided with a plan of work, email information and only meet their immediate supervisor. If employers wish to develop well-motivated staff, it is most important that they should demonstrate their values by their actions from the very outset of their employees' engagements. 

As a HR manager, craft an induction plan for an organization operating in the hospitality sector.

Then pen three (3) recommendations that outlines further considerations to be made when developing an induction plan in any organization.