1.1 Describe the benefits of induction By having an organized and well-structured induction process, there are many benefits for both the company and the new employee. From the company's point of view it is crucial that the employee integrates successfully into the company since the company's main objective is to retain the new employee. A clear and concise onboarding process creates a professional first impression of the company and gives the employee a positive mindset and outlook. If a new employee is not retained, it will cost the company time and money. Another positive effect for the company is the employee's company productivity rate. This can increase significantly if the employee follows a well-structured induction process. From an employee's perspective, thorough, clear, and well-structured induction training can make the difference between staying with the company and deciding the company isn't for them. According to research (Alarcon, G 2008) “90% of new hires decide whether to leave an organization within the first 6 months”. This is an extraordinarily high statistic and demonstrates the importance of a good induction process. A good introduction will show the employee the company's aspirations, goals and overall vision and will:• Make the employee feel at home and familiarize them with their new working environment• Ensure they get to know other employees within the company and build relationships • Ensure accurate information is conveyed between the company and the new employee • Keep the new employee focused • Ensure they know their new role and responsibilities • Follow the company's health and safety policies and procedures • Improve immediate effectiveness. ....half of the card ......for an individual it can help motivate or develop the person. It can help an individual adapt their usual attitudes and behaviors in the workplace, creating a more effective employee. It can also help develop relationships within the company and can make the employee feel like a valued member of the team. When receiving feedback, people can react in many different ways. From being ecstatic to be praised for the work they do, to being reduced to tears and anger. The 5 stages in which people tend to react are: Denial – Rejecting what they have been told Emotion – Depending on the circumstances this could be happy, sad or angry Justification – Trying to understand the feedback they have been given Acceptance – Surrendering I understand that feedback is constructive and that they should take it into account. Choice: The individual must then decide what will change