Induction and Orientation Program
Induction
Induction is the process for introducing a new employee to their work environment. It extends from the moment the prospective employee reads the advertisement for the position and fuses with their training and development as a part of the organisation.
Why do we need an induction procedure?
A proper induction will give both the employees and the organisation the following benefits:
(1) It improves the motivation of new employees by helping them (2) quickly assimilate the workplace culture, as well as (3) their knowledge of the products/services provided by the organisation and the systems in place. This in turn (4) boosts confidence and improves (5) work quality and productivity, as well as helping to (6) reduce incidences of early leaving, which can be extremely costly to the organisation. (7) As induction involves other staff other than the inductee, the process can also be useful in developing the skills of existing staff.
As well as these benefits induction can ensure that (8) health and safety rules are properly disseminated to all staff and a good induction will help with an (9) Investment in People application.
How do we put together an Induction procedure?
A successful induction process has three Goals -
1. Helps new employees settle in; 2. Helps new employees understand their responsibilities and what is expected of them; 3. Ensures the employer receives the benefit of the new employee as quickly as possible.
Who should attend an induction process?
An induction process is not simply for new employees. The same benefits can be received by staff who have been promoted or transferred or those who have returned from a long period of absence. Furthermore you should be careful to include against long term temporary staff, who are entitled to the same training and development as permanent staff members. To not do so could harm your organisation and may be considered discriminatory.
What
Induction is the process for introducing a new employee to their work environment. It extends from the moment the prospective employee reads the advertisement for the position and fuses with their training and development as a part of the organisation.
Why do we need an induction procedure?
A proper induction will give both the employees and the organisation the following benefits:
(1) It improves the motivation of new employees by helping them (2) quickly assimilate the workplace culture, as well as (3) their knowledge of the products/services provided by the organisation and the systems in place. This in turn (4) boosts confidence and improves (5) work quality and productivity, as well as helping to (6) reduce incidences of early leaving, which can be extremely costly to the organisation. (7) As induction involves other staff other than the inductee, the process can also be useful in developing the skills of existing staff.
As well as these benefits induction can ensure that (8) health and safety rules are properly disseminated to all staff and a good induction will help with an (9) Investment in People application.
How do we put together an Induction procedure?
A successful induction process has three Goals -
1. Helps new employees settle in; 2. Helps new employees understand their responsibilities and what is expected of them; 3. Ensures the employer receives the benefit of the new employee as quickly as possible.
Who should attend an induction process?
An induction process is not simply for new employees. The same benefits can be received by staff who have been promoted or transferred or those who have returned from a long period of absence. Furthermore you should be careful to include against long term temporary staff, who are entitled to the same training and development as permanent staff members. To not do so could harm your organisation and may be considered discriminatory.
What
Bibliography: “How to design and deliver induction training programmes” Michael Meighan, Practical Trainer Series, Stylus Publisher, 1995, ISBN 074941667 “Induction” Alan Fowler Good Practice, Chartered Institute of Personnel Development, ISBN 0-85292-814-9 (1999)