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    Induction Guidance Notes

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    Bhaskar Rao P
    The document provides guidance on how to prepare an effective induction program for new employees. It recommends that the induction process begins during recruitment and continues through the first day, week, and month on the job. The goals are to help new hires become productive quickly by providing necessary information, support, and feedback. The induction should be tailored based on the individual's needs and job role. Key activities include introducing them to colleagues, reviewing expectations and objectives, and regularly evaluating their understanding and progress.

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    Induction Guidance Notes

    Uploaded by

    Bhaskar Rao P
    111 views4 pages
    The document provides guidance on how to prepare an effective induction program for new employees. It recommends that the induction process begins during recruitment and continues through the first day, week, and month on the job. The goals are to help new hires become productive quickly by providing necessary information, support, and feedback. The induction should be tailored based on the individual's needs and job role. Key activities include introducing them to colleagues, reviewing expectations and objectives, and regularly evaluating their understanding and progress.

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    The document provides guidance on how to prepare an effective induction program for new employees. It recommends that the induction process begins during recruitment and continues through the first day, week, and month on the job. The goals are to help new hires become productive quickly by providing necessary information, support, and feedback. The induction should be tailored based on the individual's needs and job role. Key activities include introducing them to colleagues, reviewing expectations and objectives, and regularly evaluating their understanding and progress.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    111 views4 pages

    Induction Guidance Notes

    Uploaded by

    Bhaskar Rao P
    The document provides guidance on how to prepare an effective induction program for new employees. It recommends that the induction process begins during recruitment and continues through the first day, week, and month on the job. The goals are to help new hires become productive quickly by providing necessary information, support, and feedback. The induction should be tailored based on the individual's needs and job role. Key activities include introducing them to colleagues, reviewing expectations and objectives, and regularly evaluating their understanding and progress.

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    How to Prepare an Induction

    Programme
    Related Resources

    Template: Induction

    Questionnaire: How Effective is Your Induction Programme?


    The aim of an induction programme is to make sure that new employees are
    given all the help and guidance they need for them to do their job to the
    required standard as soon as possible.
    Remember that the induction process begins during the recruitment and
    selection phases when contact is first made with potential new employees. It
    is therefore key that the things you do and say before their first day are as
    well thought through and prepared as those after the candidate takes up the
    post.
    Also, bear in mind that further assessments should be made of a new
    persons suitability during this settling-in period (otherwise known as the
    probationary period), and, if, by the end of this period, they have not reached
    the standard required, it could be that the job is not for them. Interestingly, it is
    around the three/four-month point that the highest number of resignations
    occur. This is commonly referred to as the induction crisis. Whether the new
    employee changes their mind about the role or you decide that they are not
    suitable, the induction crisis can be quite demoralising and upsetting for both
    parties.

    Methodology
    So, use the framework below to help plan and design a thorough and
    comprehensive induction programme to ensure that all your new employees
    successfully complete their probationary periods:
    The Induction Process[1]

    Recruitment
    Pre-employment
    First day
    First week
    First month
    End of probation period
    Evaluation

    Recruitment (including the selection interview)

    The nature of the job, its role and key responsibilities should be covered in the
    job description and explained in the selection interview. You may also
    consider sharing some or all of the information listed below to give a real
    insight into the structure and culture of the organisation, behaviours and
    standards expected and future plans/intentions:

    organisation, department and/or team structure chart


    organisation, department and/or team vision statement, aim, goals,
    objectives, etc.
    organisation, department and/or team competency
    framework/appraisal system
    employment terms and conditions, e.g. hours of work, holidays, sick
    pay policy, salary, benefits, etc.

    Pre-employment
    All new employees should receive a formal employment contract which
    contains a link to the online New Starters Details Form, which collects all the
    necessary information required. As well as this information you should also
    advise new employees to look at the new employees web page for further
    information.
    You may also feel it necessary to send joining instructions giving the following
    information by phone or email:

    where and when to report


    who will meet them
    a map, transport and car parking instructions
    what else to bring, e.g. tools, special clothing, packed lunch, etc.

    Preparing the programme


    The content of individual induction programmes will vary according to the
    needs of the individual. New employees may fall into one or more groups, for
    example:

    school-leavers/skill-seekers
    graduates
    long-term unemployed
    people with disabilities
    experienced individuals changing jobs either within or from outside the
    organisation
    shift workers
    Internal employees moving department

    Each group will have different needs and therefore induction programmes
    should be designed with this in mind. Also consider those people with special
    needs, i.e. with disabilities, or very young people who will perhaps have
    limited, if any, experience of working life. Induction programmes for certain

    jobs or roles should also take into account factors such as health and safety
    rules and regulations.
    New employees will have a considerable amount of information to absorb
    when starting their new role. Try to divide the induction programme into
    subjects or areas of responsibility enabling the individual to build up their
    knowledge gradually, preventing confusion or overload.

    First day
    New starters will doubtless be nervous and even apprehensive on their first
    day. It is important that they are made to feel welcome and given time to
    assimilate to their new environment and colleagues. They should be:

    met and introduced to their team colleagues


    given a tour of the building(s) or workplace, pointing out toilets and
    restaurant facilities, etc.
    talked through their induction programme and timetable (see link above
    or on web site)
    satisfied that all necessary paperwork has been completed and
    received

    First week
    With all new employees, explain and discuss the key aspects of their job, the
    goals and objectives of their immediate team and how they in turn contribute
    to the objectives of the organisation. This is likely to involve them being
    introduced to members of other teams and/or departments, and visits to other
    offices and/or locations.
    At the end of the first week, managers should determine how new employees
    are settling in and:

    review the induction programme and assess the understanding of the


    information provided at this point
    agree how to clarify or revisit any areas where understanding is
    confused or inadequate
    explain what is expected in subsequent weeks
    ask for feedback from the employee on how they are feeling and if they
    feel they have the right amount of support

    First month
    By the end of the first month, you should aim to have drafted some personal
    objectives to give them clear direction and focus. You may also start compiling
    ideas for a personal development plan. The plan would include areas in which
    they have shown limited knowledge and/or skill during the induction so far.

    You should solicit feedback from the people who have been involved in the
    induction process and use it to assess the new employees progress. If you
    have any concerns regarding their performance or ability, you should address
    them at the earliest opportunity. Often, new starters simply need greater
    clarity or reminding of certain key requirements.

    Evaluation
    It is important to constantly evaluate your processes and procedures to check
    that they are effective. Ask yourself whether the induction programme met its
    objectives and whether adjustments are needed. You should also solicit
    feedback from the new employee on improvements that could be made to
    improve the induction process and also if there is any further support they
    need at this stage.

    More information can be found on Loughborough University Knowhow


    [1] Induction Quick Facts, Chartered Institute of Personnel and Development
    (May 2003).

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