Hi,
Our's is newly established ITES firm at HYD. Now we have to desigh HR Induction and manual policy.
Can any one help me the structure/design how to do it as our employee strength is about 80 to 100.
From India, Bangalore
1Our's is newly established ITES firm at HYD. Now we have to desigh HR Induction and manual policy.
Can any one help me the structure/design how to do it as our employee strength is about 80 to 100.
From India, Bangalore
Greetings,
Your induction program will depend on the availability and the amount of time your new hires have before they are scheduled for the pre-process and process training to become billable.
Suggest you to consider bifurcating the information into primary without which they will find it difficult to function and secondary which will require a greater amount of time and focus to create the required change in behavior.
The primary information would include brief introduction to the company, its founders, leaders, business, clients and operational details such as how to use the inhouse ERP system to apply for leaves and update any personal information as applicable.
Culture building can be made a part of the pre-process training. Two weeks would offer far greater opportunities to bring in and observe the change required, in the new hires.
Prime information about the policies and benefit can be provided through the Day 1 orientation program. However, allow the new hires to revert incase they have any query.
Few posts with similar discussion :
Onboarding activities - BPO
Guide to talent management in BPO/KPO
Please share more about the limitations that your implementation might face. Looking forward to hear from you.
Regards,
(Cite Contribution)
From India, Mumbai
Your induction program will depend on the availability and the amount of time your new hires have before they are scheduled for the pre-process and process training to become billable.
Suggest you to consider bifurcating the information into primary without which they will find it difficult to function and secondary which will require a greater amount of time and focus to create the required change in behavior.
The primary information would include brief introduction to the company, its founders, leaders, business, clients and operational details such as how to use the inhouse ERP system to apply for leaves and update any personal information as applicable.
Culture building can be made a part of the pre-process training. Two weeks would offer far greater opportunities to bring in and observe the change required, in the new hires.
Prime information about the policies and benefit can be provided through the Day 1 orientation program. However, allow the new hires to revert incase they have any query.
Few posts with similar discussion :
Onboarding activities - BPO
Guide to talent management in BPO/KPO
Please share more about the limitations that your implementation might face. Looking forward to hear from you.
Regards,
(Cite Contribution)
From India, Mumbai
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HR INDUCTION MANUAL.ppt
HR Manual (Employee Hand Book).doc