The guidelines to design the prefect Induction Programme

The guidelines to design the prefect Induction Programme

1.      Induction should be flexible and employee centric.

2.      Draw a plan for whom to be involved in the Induction Programme (like HR, HODs, etc) and inform 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.      HOD or senior colleagues can provide an in-depth insight of the respective employee’s job and responsibilities, how their 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 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.

12.  Other methods clued furnishing employees with an Induction manual, giving pre-employment information packs including staff handbooks with an outline of the initial programmes, offers of pre-employment visits and guided of the company.