Category Archives: Induction programme

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/

5 ways to know if you’ve successfully launched the ON-BOARDING program

Employee onboarding can be defined as the process of familiarizing a new employee with the organization’s policies, the employee’s role in the organization, and the organization’s culture. It also involves making the employee comfortable at the workplace, making interactions with colleagues easier.

The success of employee onboarding depends on the structuring of the onboarding program. Faster the employees are made comfortable and empowered to do their job, faster we get the outcome.

Onboarding may not only be for newly joined employees, but also for employees who are getting promoted. Even though they know about the work culture, the team culture can be different. The onboarding process also helps in such situations.

A formal onboarding program can range between 30 days, 90 days, 180 days, or a good 365 days. It takes place immediately after the employee joins the company. Pre-boarding can also be done as soon as the person gets the offer letter.

An onboarding program includes information about the policies of the organization, rules and regulations, benefits, job profile, roles and responsibilities, work culture, social connections with colleagues. It can also include a tour of the organization (or a virtual tour too!)

With all the effort, it is essential to know if the onboarding program is successful or unsuccessful along various vectors:

1.Role Clarity

The first point to check is if the employee is aware of the job profile. If the new hires seem to be easing into their roles a few months after the onboarding process has ended, it’s a sign that the onboarding has gone well in terms of role clarity. If the employee is frustrated or confused about the job profile even after a few months, the onboarding process needs to be modified.

2. Organizational Functions

The new employee should also know about the organization along with own role. The employee must know about the departments, and whom to turn to, in case of any doubt. If the employee does not know these things, it can be stated that the onboarding process didn’t go well. A virtual tour is an option in such cases wherein the employee can go back and visit the program even afterwards.

3. Company Culture

Understanding the Company culture is very important for a newly hired employee to operate effectively in a team. It is essential that one get acquainted with the new atmosphere and co-ordinate with other employees. If the new employees find it difficult to synchronize with the team, the onboarding process surely needs modifications.

4. Knowledge Retention

It is essential to know if the new employees remember the information a few months after the onboarding process has been completed. Onboarding typically includes drives critical information and skilling centered around an employee’s role. Thus, if the employee is unable to recall the knowledge imparted, the onboarding process needs to be revisited.

5. Employee Retention

High employee retention is a sign of successful onboarding process. Every organization wants its talent to retain and sustain for a long period.  If the retention rate of newly hired employees is high, it hints at a successful onboarding program, whereas, if the employees are leaving within a year, the onboarding program needs to be checked.

Often, the first impression is the last impression, and the onboarding process works in the same way. Though it is limited to the initial period of an employee’s life in the organization, it must be well-structured to bring out the best in an employee throughout their tenure. This benefits the organization in terms of profits, and the employee in terms of growth and development.

Reference: https://elearningindustry.com/signs-show-onboarding-process-is-successful

https://hr.toolbox.com/articles/what-is-new-employee-onboarding/

Why should you pay more attention to the on-boarding of your new hires?

Onboarding new employees is not just briefing about the office; but integrating them into the business. The onboarding process should start from day one. Starting a new job is baffling for any employee, so it is the employer who makes the employee feel comfortable from the day they arrive and ensure that their worries are eased. The onboarding process should start as soon as the employees are offered a new role. Employees tend to stay for a longer period if more attention is given to the onboarding process.

Any reasonable employer will understand that employees are the backbone of the organization. Without good employees, the organization may rise financially but it doesn’t lead to growth and development if employers don’t consider their employees enough and this includes the way they are treated when they first sign the contract.

A strong onboarding process can ease anxiety and stress, by making the new employee feel welcome from day one. Employees feel valued if they are treated with respect and a good onboarding process can help to achieve this. If low retention is seen, it is time for employers to look carefully at their onboarding processes and make necessary changes. Here are some reasons why you should pay more attention to this process.

1. It’s cost-effective

Hiring an employee is a long process which comprises of putting up the ad, interviewing the candidates, shortlisting, negotiating salary, providing the setup. Onboarding process ensures that all the hard work doesn’t go waste. Paperless onboarding is also a way of minimizing cost. Instead of overwhelming an employee with a lot of information on the very first day, sending documents to go through becomes easier.

2. Improves retention
Onboarding a new employee is creating a good impression even though it is not just a day process. An employee gets the idea about the organization on the website but briefing personally has a different and positive impact on the employees. It’s a crucial phase where expectations are set, concerns are clarified, directions are given, and culture is instilled. If you are unable to create a comfortable environment, the risk of losing an employee increases before one can significantly contribute to your goals. A strong onboarding process improves retention as the employee feels a part of the organization.
3. It boosts productivity
Newly joined employees get overwhelmed when they try to absorb all the information in one go. This results in lower productivity. A good onboarding process includes a clear structure that helps new hires ease into the role and responsibilities. Details can be provided in stages instead of explaining all in one day. This helps in faster learning and the employee remembers the information systematically. Instead of providing theoretical knowledge of a task, if the employee is trained while performing the task, it would lead to better results.
4. Builds good reputation
An employee’s experience during onboarding, whether good or bad, can easily creep its way to review websites and social media networks, and this can affect how job seekers and clients perceive your organization. Making a successful onboarding program motivates the employee and fosters a feeling of pride in working for the organization. This further results in employer branding and creating a good reputation.
5. Creates brand champions
When onboarding an employee, you must clearly state what you stand for as an organization and explain how the new hire can contribute to that. Also provide an experience to make your employees, firm believers of the organization. This creates motivation which goes beyond the paycheck they receive. The onboarding process makes employees feel that they are an essential part of the organization and encourage them to work with dedication.
Employee onboarding is more than just communicating company policies, setting up workstations, and office introductions. It is the process which would lead to further outcome of the employee, be it positive or negative. And thus, a lot of attention needs to be paid on the process.
References:
https://www.tanda.co/blog/five-reasons-to-do-employee-onboarding-right/
https://recruitwrite.com/why-employers-need-to-pay-close-attention-to-the-onboarding-process

Fun and games to upgrade your skills

Arijit Lahiri and Kamalika Bhattacharya, who spent over a decade in organisations like ABN Amro Bank and Intellecap, saw learning department heads begging, bullying and even bribing their learners to stick to their learning agenda.
So they put on their marketing hats to understand what would catch learners’ attention. “Game-based learning pretty much screamed itself up,” says Bhattacharya. Games allow for more engaging learning experiences while also making the learner behaviour more measurable and analysable. Today, their company, QuoDeck (earlier Ptotem), uses board games, murder mysteries and treasure hunts as learning methods, and these have been used by organisations like PepsiCo, Unilever, Aditya Birla Group and Tata Group.

To read the full article, click here

Why Mobile Learning is the Future of Corporate Training?

According to a survey by Stat Counter in 2016, the number of mobile users surpassed the desktop users for the first time, with 51.3% mobile users and 48.7% desktop. It is no surprise that mobile has now become a preferred medium for people to access content. In fact, according to a report by Growth Engineering, 43% of people find learning from mobile devices very useful and essential.

Mobile learning is more than a way to learn through a mobile device. It allows people to learn on-demand, at their own pace, and in the form of bite-sized micro lessons.  

For companies, the question is no longer whether to consider mobile learning. The question is — How long will they wait to implement mobile learning in their organization?

Here are some of the reasons why mobile learning is the future of corporate training:

International assignments and global mobility continue to rise

Talent mobility has become a norm for most organizations. In the last decade, international assignments have increased by 25 percent, and if it follows the same pattern, then we could see another 50% increase by 2020.

When your business is sending an employee to an unfamiliar and new location abroad, you need to make sure that your employees have all the training and information they need to make their assignment a success. After all, for any business, international assignments are already expensive, and lack of preparation can lead to decreased productivity and poor results.

That is why it is important for businesses to train their employees in advance so that they can deal with any type of challenge that they may experience when they are on the assignment. Though the employees may not have enough time to get their training before leaving or during work hours, with mobile learning. With mobile learning as part of your corporate training, it becomes possible for your team to learn on the go and make their international assignments a success.Millennialsusing_QuoDeck_2018.jpg

Millennials prefer short bursts of information

It is estimated that by 2020 nearly half of the workforce will comprise of millennials, which means companies have to change their corporate training programs as soon as possible to make sure it caters to the new generation and trains them in the most effective way.

Now, millennials are used to smartphones and tablets, and they are from the social media generation where they consume information in small bursts. Handing these millennials a 50-page manual or conducting a 2-hour seminar about a new technology that you are going to implement in your firm, may not help them retain as much information as you would want them to.

Instead, with mobile learning, your corporate training program can be converted into a scenario-based fun game that the millennials can play on the go and it can also help them retain more information leading to a more productive and an efficient workforce.

In-house training to make sure your team is constantly learning and evolving

With high competition, it has become crucial for companies to only have the best talent on their team. When you are hiring new talent for your company, you go above and beyond during the recruitment process to make sure the people you are selecting have all the necessary skills and knowledge.

But the business world is constantly changing, and without the right in-house training you might soon realise that you have an under-qualified staff. By implementing a mobile learning program, you can allow your team to gain new skill sets and always stay ahead of the competition by creating a corporate training program that everyone can partake in at their own speed, without affecting their work.

The rise in the remote workforce

Companies around the world are embracing mobile workforce. By allowing employees to work outside of office, according to their flexible timings, organizations are able to get better results and efficiency.

When your workforce is operating in different geographies, you also need to change your corporate training program to fit the new workforce. After all, you cannot expect the remote employees to cram all the information in a single instructor-led training event.

The employees won’t be able to understand or implement information accurately when they are taught everything in a small span of time. Instead, with a mobile learning application, your team can learn the new course and technology remotely, and at their own pace, which would make retaining and implementing information easier.

Enhanced collaboration and engagement

We live in a world where people prefer sharing their ideas online instead of doing it in person. By leveraging the social aspect of mobile learning in corporate training, you can generate more conversations among your employees and create a continous learning experience. This, in turn, increases collaboration, engagement, and motivation among your employees and makes training fun.

For instance, you could implement mobile-based gaming lessons for your team and keep the scores of the top ten people. You could also create a community page where employees could share what they learned from the game or ask questions about certain sections of the game which would encourage peer to peer learning.

In conclusion

With the flexibility and efficiency that mobile learning provides, there are no doubts that it is indeed the future of corporate training. If your organisation is yet to incorporate it into your training program, then its high time that you did.