How to build an Induction Program

A new job comes with all new experience, roles, challenges, and environment. A new employee is full of excitement, and nervousness, while joining even if the employee has worked at other places. It is essential for the employee to get acquainted with the new workplace. 

The first impression has a long term effect on the employee. Therefore, the first few days are very important for the employee, as well as the employer. The employee needs to be felt as a part of the organization, and should not feel left out. A good Induction program bridges this gap by working two-way, and is essential for the employee as well as the employer.

Induction is a process which aims to familiarise new employees with the organisation and their job. A well planned induction program will include information about the organisation, safety rules, general conditions of employment and the duties in the section or department in which they are employed. The induction program also introduces the new employees to the culture and values of the organization for which they are working. The process helps to welcome new employees to the company as well as give refresher training to employees within the organisation so that they are aware of all the policies, regulations, dresscode of the organization.

Many things need to be considered while making a good Induction Program, as it is necessary that the induction process is successful and brings expected result. 

The program should cover basic information such as orientation in the building, health and safety information and employment terms and conditions.

The details regarding the period of the process should be clear. This includes the tasks to be given in the first week, third week, then the next month and so on.

As soon as an employee accepts an offer with the organization, the employer should connect over a phone call, involve the employee in social activities and ensure that all relevant administrative and IT arrangements are in place.

The employer can link the induction program to the organisation’s objectives and strategy. This may include social meetings wherein the employee is helped or assisted by other employees.

Planning a mini induction during the first 3 days with an immediate supervisor is also an alternative.  A more comprehensive induction training session may follow during the first 3 weeks and then a review meeting after 3 months to check everything is going according to what is planned.

The employer must ensure that all the details are stated clearly. This includes the aims and objectives of the organization, the roles and responsibilities. The employee must not feel that he is given a work which is out of his knowledge or is different.

With all the rules and regulations, the employer must take care that the employee feels as a part of the organization. This improves retention.

To build a successful induction program the employers must take feedback from the employees after a certain period. This helps to keep a check if things are on track and employees too feel valued.

Effective inductions are timely, organized and engaging, and give a good first impression of a company. The induction process doesn’t end after a certain period. It’s the responsibility as an employer to make sure that the employees   grow into their roles. Successful employee induction is a continuous process! 

Reference-

 HYPERLINK “https://belindasinduction.weebly.com/” https://belindasinduction.weebly.com/

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