Induction Training in India

Let’s now take a look at the initiation programs offered to new entrants by companies operating in India:

Employee Induction Program: In Indian Companies


The company takes its new entrants through a structured induction training program. The one day program includes a briefing on the company’s market position, the business it is in, its functioning style, its organizational structure and its HR policies. The entrants are also familiarized with what others do, before being deputed to their own departments. A six month behavioral training is also offered in team building, self development customer sensitivity etc. Finally, the recruits are put through an appraisal process to gauge fitment and progress.

Maruti Udyog:

The company customizes its initiation programs to suit the new recruit. For engineers the program is offered in four parts: (1) familiarize with various functions and meet division heads (2) work on shop floor (3) work at various other departments (4) work finally in departments for about 2 months where they will eventually work.

Standard chartered bank:

The management trainees are picked from premium B schools and undergo induction training for about 6 months. During this period, the trainees spend time in the various divisions of the bank to get a holistic view of the bank operations and get a chance to meet each of the bank’s business leads. A two day session dedicated to team building is also conducted thereafter. After taking charge of the job, the new recruits have to attend a review session about the job itself.


At Citibank, trainees spend the first two and a half weeks learning about the bank’s three major levels of business- the corporate bank servicing institutional clients, the consumer bank serving individual customers and personalized service besides the functional divisions within each. The business head, thereafter, will make a presentation (question answer session, discussions, case studies film, etc used) offering general information about the services offered by the bank. Simulation exercises follow this presentation. Trainees for instance are made to role play the clearance of an overdraft cheque. Through interaction with peers, trainees learn about the processes and methods followed at Citibank. The trainees are assigned a specific job in the third week. A mentor will help the trainee discharge the given responsibilities in a proper way. The trainee is now given freedom to carry out the task as per his understanding. During this period, the inductees are neither given fixed hours nor a time to sign in every morning. The idea is to allow freedom to the trainees so that he can bring his own personality and set of skills to his job. The trainee has to find his way of achieving a given objective in the process, the induction training also becomes a test of independence –a quality that is highly required of managers in Citibank. Meanwhile the mentor offers help wherever required. After spending two months on the job the trainees attend classroom learning sessions conducted at the Asia Pacific banking Institute in Singapore


KPMG follows different standards for new entrants on the basis of their past experience. The managers who join with experience in consulting are expected to start performing immediately, and hit the ground running whereas people who come from related sectors — where KPMG is working – are given enough leeway to understand what consulting business is all about and then start performing. However, all newcomers are on probation for six months. This is the time when both the stakeholders – the employee and the employer – get an opportunity to understand each other. The individuals are expected to have technical finesse, show adaptability, a sense of team play and display ability to handle the given volume of work.