Estudio del impacto en el programa de inducción en los nuevos colaboradores que se incorporan a la IPS RPA SALUD OCUPACIONAL

Abstract

Within organizations, the proper development of each of the functions is essential, but for this process to be carried out in the best way and in a synergistic way, it is essential that from the beginning of the process of requiring this new talent to be incorporated into the organization, and that arises to satisfy a need, either to fill a vacancy or to create a new job, and that is where the importance of adaptation and induction processes for new employees is observed.

Taking into account the relevance of the induction process, it is proposed to analyze the relationship of induction in work performance and how it impacts the new collaborator who is joining the organization, the previous accompaniment in their trial period is vital to observe and measure the progress of the learning curve, through the information collection instrument by primary sources and through secondary sources in order to determine the variables, whether positive or negative, then the performance of the last 10 collaborators who joined the group was evaluated. RPA OCCUPATIONAL HEALTH of the administrative area of different departments of the organization.

The induction process is implemented in healthproviding institutions, since it is key to integrate the new personnel so that they know the culture of the organization, providing the pertinent information so that the directors in charge of the human talent area adapt to the institution. , affirm that one of the main objectives of the induction is to provide information on the main elements of the organization, so that the worker can adapt in the best way. 100% of the institutions affirmed to apply a corporate induction where they deliver the manual of functions to the new worker, providing general information on the main elements of the organizational culture and the role that they must play within the company, strengthening the sense of belonging. , complies with the reception and direction of the employee. For what follows, some of those in charge of the human talent area carry out reinduction processes permanently, through audits, committees, 100% carry out the process once a year, to update the processes, and focusing on training plans, to restructure what to do in the workplace; It leads to reorienting the integration of new collaborators, by virtue of the changes implemented in the healthproviding institutions.

The respondents who responded positively, affirmed that the subject of induction is of the utmost importance because it provides confidence and security to new workers, they adopt with satisfaction and the motivation of the staff; the respondents stated that when conducting the survey they felt comfortable with the type of questions so that the human talent area improves its induction processes every day, that inductions are of greater importance for new workers so that they work with a better attitude thus giving 100% to the induction processes in the organization. Respondents who responded positively to the surveys conducted.