Induction is a necessity for future performance of the new employee or even for existing employees who are transferred to other functional areas. This gives the candidates good grasp of functions and facilitate their future functioning efficiently. Even conglomerates (now) like Larsen & Toubro and Hindusthan Lever which were corporates 3 to 4 decades ago had the practice of Induction even at that time. So results are there to see for every body. Today, new recruits are expected to be self-starter from day one. Thus, it becomes mandatory to make inductions a vital part of recruitment as it benefits both, the employer and the employee alike inductions are often neglected by organizations and new recruits have to explore and find answers to their questions on their own, resulting in low productivity and low morale.
An orientation about the company, the various department products and services along with a formal introduction to all staff and an overview of job roles gives new employees the much needed boost. It is therefore important to plan an appropriate induction programs as it also marks the beginning of the employer-employee relationship. Induction is a must in every organization; in fact there are many companies that do not allow new recruits to take up responsibilities without attending the induction session.
An effective induction can thus make a lot of difference to the employer and the employees. Above all it makes newcomers want to stay. So here are guidelines to design the prefect induction program:
1. Induction should be flexible and employee centric
2. Draw a plan on whom to involve in the induction (like HR, HODs, etc) and from them accordingly.
3. Employ a range of communication techniques like group discussion and presentations (Power Point/overheads/slides) as part of the training process.
4. The HR team usually handles the initial paper work like giving details about the company its history office locations, business operations, products and services, departments and their functionality, hierarchy company policies and procedures and a write up explaining the job profile, responsibilities and accountabilities of the new employee.
5. The HOD/senior colleagues can provide an in-depth insight of the respective employee’s job and responsibilities, how the role fits into the team and the business as a whole set performance standards and targets and identify training requirement, if needed.
6. Give the new recruits sufficient time at least two-four weeks to settle down and know the job and how to be done.
7. Maintain a performance tracking book and minutes of other regular meetings.
8. Try not to overload the employees with too much information
9. Have a follow up appraisal to sort out any queries that they (or yourself) may have.
10. Ensure that all new recruits are given a positive message and consistent information. The new recruits should be made to feel welcome and accepted.
11. Before the candidate reports keep essentials like entry passes and a work station along with a working computer, phone, and other required stationary ready.
Other methods clued furnishing employees with an induction manual, giving pre-employment information packs including staff handbooks with an outline of the initial programs, offers of pre-employment visits and guided of the company.
Benefits of induction:
* Integrates newcomers into their working environment quickly and makes them productive
* It makes the employees feel welcomed and valued, and gives them a positive impression of the organization.
* It helps minimize employee turnover and recruitment costs.
* Gives an understanding of the company’s mission, structure culture, policies procedures and methods of working.
* It gives information about the skills and knowledge required for the job. Induction aids first time managers in a new industry to settle confidently and easily into the new role.