hi this is srujana ,i need a detailed information about INDUCTION PROCESS IN AN ORGANISATION fr my project....
From India, Hyderabad
From India, Hyderabad
Hi,
Home / Web Services / HR Solutions / Induction Process Induction Process Induction Training is vital for new hires. A well conducted induction ensures new hires are retained, and then settled in speedily and comfortably in a constructive role. Induction training is about the basics that seasoned employees take for granted: shift timings; holiday routine; casual/sick leave policy; location of the cafeteria; dress code; etc. etc. New employees also need to understand the organization’s goals, values and philosophy; personnel practices, and of course the job they're required to do. This is also a time to establish clear foundations and expectations in terms of ethics, integrity, corporate social responsibility, and all the other converging theories in this area that are the bedrock of all responsible modern enterprises. Professionally organized and delivered induction training is your new employees' first proper impression of you and your enterprise; this makes it an ideal occasion to reinforce their decision to come and work for you.
Now imagine conducting induction training every time you hire someone; and if current employee turnover rates are anything to go by, then you will be inducting some new hires every week, if not every day! If induction is carried out in the traditional manner then you end up investing considerable time and human capital; draining your resources unnecessarily.
An induction process that is shaped around the individual and their job role will help the employee reach their full potential as quickly as possible.
All staff, both full- and part-time need an induction programme. An induction should be given at the beginning of employment and may be spread over several weeks, or even months.
Induction processes can be written or verbal and should be presented in conjunction with the employee handbook. The key difference is that the handbook should be used as an ongoing reference for employee work conduct and employee rights, while the induction programme is used as the initial tool to familiarise the new starter with their job requirements and information about the company and its procedures.
Failure to implement a successful induction process will leave the new employee with a poor understanding of the company and their role within it, low morale, and ultimately lost productivity.The presentation of the information will be key to its success. Using a written document will allow it to be used as a reference guide. Using a template and tailoring it to the individual's needs will save you time in the long run, and publishing it on the company intranet will give it the feel of a living document. Written information can also be combined with a personal touch, and the new employee should be personally introduced to every member of the team. If others are to assist with the induction, create a timetable to let them know when they are required.
The induction can comprise the following:
Mission statement of the company: this outlines the role, or purpose of the business and illustrates the overall strategic vision.
Company history: an account of the formation of the company, its key players and its main achievements to date.
Company culture: making the new employee aware of the personality of the organisation is important if they are to fit in.
Company structure: explaining where the power lies and how it is distributed is a good idea. SMEs tend to follow the unitary model, whereby the company is divided into different functions, each reporting to the Chief Executive Officer or Managing Director.
Job role: cascading down into each department you should document each person's role and how they play a part in achieving the objectives that are set out in the mission statement. Ensure the employee is taken through their job description and fully understands their responsibilities and accountabilities.
Equipment: if the new employee needs to use machinery or equipment they are not fully conversed with, set up training sessions so they can learn to use the equipment correctly and safely.
Health and safety: ensure that the employee has read and understood the health and safety brief outlined in the employee handbook. Check they know the location of the fire exits and are aware of where to assemble in case of fire. The new employee should be made aware who is qualified to administer First Aid. Any required risk assessments should also be carried out at this stage.
Company procedures: the new employee should be made aware of the correct procedures for all personnel matters (e.g. applying for holiday leave, using the telephone system and accessing standard templates).
Local amenities: pointing out local facilities including nearest banks, sandwich shops and transport links will help the new recruit familiarise themselves with their new surroundings.
Hope this helps!
Fayeg
From United Arab Emirates, Dubai
11Home / Web Services / HR Solutions / Induction Process Induction Process Induction Training is vital for new hires. A well conducted induction ensures new hires are retained, and then settled in speedily and comfortably in a constructive role. Induction training is about the basics that seasoned employees take for granted: shift timings; holiday routine; casual/sick leave policy; location of the cafeteria; dress code; etc. etc. New employees also need to understand the organization’s goals, values and philosophy; personnel practices, and of course the job they're required to do. This is also a time to establish clear foundations and expectations in terms of ethics, integrity, corporate social responsibility, and all the other converging theories in this area that are the bedrock of all responsible modern enterprises. Professionally organized and delivered induction training is your new employees' first proper impression of you and your enterprise; this makes it an ideal occasion to reinforce their decision to come and work for you.
Now imagine conducting induction training every time you hire someone; and if current employee turnover rates are anything to go by, then you will be inducting some new hires every week, if not every day! If induction is carried out in the traditional manner then you end up investing considerable time and human capital; draining your resources unnecessarily.
An induction process that is shaped around the individual and their job role will help the employee reach their full potential as quickly as possible.
All staff, both full- and part-time need an induction programme. An induction should be given at the beginning of employment and may be spread over several weeks, or even months.
Induction processes can be written or verbal and should be presented in conjunction with the employee handbook. The key difference is that the handbook should be used as an ongoing reference for employee work conduct and employee rights, while the induction programme is used as the initial tool to familiarise the new starter with their job requirements and information about the company and its procedures.
Failure to implement a successful induction process will leave the new employee with a poor understanding of the company and their role within it, low morale, and ultimately lost productivity.The presentation of the information will be key to its success. Using a written document will allow it to be used as a reference guide. Using a template and tailoring it to the individual's needs will save you time in the long run, and publishing it on the company intranet will give it the feel of a living document. Written information can also be combined with a personal touch, and the new employee should be personally introduced to every member of the team. If others are to assist with the induction, create a timetable to let them know when they are required.
The induction can comprise the following:
Mission statement of the company: this outlines the role, or purpose of the business and illustrates the overall strategic vision.
Company history: an account of the formation of the company, its key players and its main achievements to date.
Company culture: making the new employee aware of the personality of the organisation is important if they are to fit in.
Company structure: explaining where the power lies and how it is distributed is a good idea. SMEs tend to follow the unitary model, whereby the company is divided into different functions, each reporting to the Chief Executive Officer or Managing Director.
Job role: cascading down into each department you should document each person's role and how they play a part in achieving the objectives that are set out in the mission statement. Ensure the employee is taken through their job description and fully understands their responsibilities and accountabilities.
Equipment: if the new employee needs to use machinery or equipment they are not fully conversed with, set up training sessions so they can learn to use the equipment correctly and safely.
Health and safety: ensure that the employee has read and understood the health and safety brief outlined in the employee handbook. Check they know the location of the fire exits and are aware of where to assemble in case of fire. The new employee should be made aware who is qualified to administer First Aid. Any required risk assessments should also be carried out at this stage.
Company procedures: the new employee should be made aware of the correct procedures for all personnel matters (e.g. applying for holiday leave, using the telephone system and accessing standard templates).
Local amenities: pointing out local facilities including nearest banks, sandwich shops and transport links will help the new recruit familiarise themselves with their new surroundings.
Hope this helps!
Fayeg
From United Arab Emirates, Dubai
Hai,
Induction will be a one-day program aimed at giving new employees an overall perspective of the Company. The program will start with an ice breaker (if there are more than four candidates). This is an informal session with the candidates, conducted by the Administration team.
The candidates will also be given an Induction docket to introduce them to the Company. The Induction Docket contains the following information:
1.Welcome letter from the Administration team
2.Profile of ---company
3.Brief on the ---- industry
4.Organizational structure of the Company
(The employee can retain copies of the above).
5.List of forms to be filled in/ to be submitted by the employee. (This will be collected from the candidate and filed in separate employee files).
Filled in Application Blank with photograph
Joining form
Copies of: educational certificates, extra-curricular awards/achievement certificate,
Past training records (if any)
Service certificate,
Relieving letter from previous organization
Details of nomination, transfer of PF, gratuity, superannuation, medical insurance (if applicable), personal accident insurance, premiums, etc. from previous organization.
Medical Fitness certificate (when approved)
Application for Identity card (when approved)
Leave card
Bank account opening form (when approved)
Pen and note pad.
6.All new employees will read the Employee’s Manual (Reference Copy). This will necessarily be during the Induction period, as an introduction of the policies/guidelines available and applicable to them.
7.The Administration team will take the employee around the premises, introduce them to the rest of the employees, acquaint them to the facilities available to them and assign them to their immediate superior.
8.The immediate superior will brief the new employee about the job function, responsibilities and co-ordinate with Administration to provide any training that the new incumbent would need to perform their job.
9.The Administration team will also arrange for the new incumbent to meet the President & CEO, preferably on their first day.
10.The induction will be reviewed one week after joining to see the incumbent is settled in the function and to provide any further assistance s/he may require. (Induction feedback form).
regards,
Mukesh
From India, Madras
Induction will be a one-day program aimed at giving new employees an overall perspective of the Company. The program will start with an ice breaker (if there are more than four candidates). This is an informal session with the candidates, conducted by the Administration team.
The candidates will also be given an Induction docket to introduce them to the Company. The Induction Docket contains the following information:
1.Welcome letter from the Administration team
2.Profile of ---company
3.Brief on the ---- industry
4.Organizational structure of the Company
(The employee can retain copies of the above).
5.List of forms to be filled in/ to be submitted by the employee. (This will be collected from the candidate and filed in separate employee files).
Filled in Application Blank with photograph
Joining form
Copies of: educational certificates, extra-curricular awards/achievement certificate,
Past training records (if any)
Service certificate,
Relieving letter from previous organization
Details of nomination, transfer of PF, gratuity, superannuation, medical insurance (if applicable), personal accident insurance, premiums, etc. from previous organization.
Medical Fitness certificate (when approved)
Application for Identity card (when approved)
Leave card
Bank account opening form (when approved)
Pen and note pad.
6.All new employees will read the Employee’s Manual (Reference Copy). This will necessarily be during the Induction period, as an introduction of the policies/guidelines available and applicable to them.
7.The Administration team will take the employee around the premises, introduce them to the rest of the employees, acquaint them to the facilities available to them and assign them to their immediate superior.
8.The immediate superior will brief the new employee about the job function, responsibilities and co-ordinate with Administration to provide any training that the new incumbent would need to perform their job.
9.The Administration team will also arrange for the new incumbent to meet the President & CEO, preferably on their first day.
10.The induction will be reviewed one week after joining to see the incumbent is settled in the function and to provide any further assistance s/he may require. (Induction feedback form).
regards,
Mukesh
From India, Madras
Hi All
Thnx to Fayeg and sukumaran and also peer Mohammad,,
I think after these details one can't tell to know about induction further more really so simple and nice ellaborations given by members...
thnx
tarun
I am personally happy with these reply
From India, Lucknow
Thnx to Fayeg and sukumaran and also peer Mohammad,,
I think after these details one can't tell to know about induction further more really so simple and nice ellaborations given by members...
thnx
tarun
I am personally happy with these reply
From India, Lucknow
can i get information regarding induction process in an organization and also guidelines to prepare an induction manual
From India, Mumbai
From India, Mumbai
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