No Tags Found!

shoOOonya
12

hi ... Uploading a PDF document on Treasure Hunt in Institute as well as Corporate setting. Hope it helps . . . ... shoOOonya ...
From Switzerland, Geneva
Attached Files (Download Requires Membership)
File Type: zip treasure_hunt.zip (19.7 KB, 1679 views)

Mahadevan SRIDHARAN
1

Hi guys and girls,
I am sridharan having more than 25 years of learning in the field of HR with special reference to Training & Development. I am delighted to join CiteHR, to start learning HR once again, from the start.
For Induction, I suggest the following sequence:
INDUSTRY OVERVIEW
COMPANY OVERVIEW
VISION-MISSION-PURPOSE STATEMENTS
ORGANIZATION CHARTS
PRODUCTS-MARKET-COMPETITION etc
DEPARTMENTAL BRIEFINGS FROM HEADs of Departments
PERSONNEL-HR-POLICIES
INTERACTIONS WITH TOP MANAGEMENT-FUTURE OPPORTUNITIES
DINNER WITH TOP MANAGEMENT TEAM
tHANKS,
SRI

From India, Mumbai
Ashokchy
8

Dear Ms Misra, Here is some guidelines attached in the form of PPT.Hope this wil serve your purpose to some extent. Thanks & Regards Ashok kumar
From India, Gurgaon
Attached Files (Download Requires Membership)
File Type: ppt orientation_ppt.ppt (59.0 KB, 3423 views)

dasmanash
2

Hi Sonali, Can you send me the level/s for which you are trying to make the induction prgramme. Regards Manas Das
From India, Delhi
sonali misra
3

Hi Shaki,
The name of my company is Makemytrip.com. We offer travel related services to the us-india corridor in particular. Our operations are based in New Delhi. As part of our operations we have a small call centre attached to us (primarily callers and web chat). The total strength is 100 people and growing. I want to keep the ppt to about 15-20 slides. Do u need anymore info to help me out on the induction ppt?? :D

From India, New Delhi
sonali misra
3

Hi Manash, I want to use this ppt for all levels .... it would just serve as an intro to the company.... :shock: Sonali
From India, New Delhi
sonali misra
3

By the way.....does anyone know of a policy on grievance management... we have easy access to our hod's, CEO,COO etc.... yet the top mgmt wants to know how this is typically handled in other orgs.... is there a set policy and procedure...... :?: :idea:
From India, New Delhi
egstcm
Hi:

Greetings from Canada! FYI, there's a Yahoo! discussion group on the topic of NEOP (New Employee Orientation) which has been around for about 5 years. You might want to join this group and pick the brains of the members.

I believe that you need to focus on the needs of the joinees when you create onboarding/orientation programs. The goal of both the new employee and the company is to get the new person integrated in the organization and fully productive as quickly as possible with a minimum of stress and disruption to the organization.

I think a specialized NEOP website for the organization's intranet is a great way to provide the employee with needed information, contacts, rules, customs, hot buttons -- anything he/she might need to be quickly integrated....

Here's a checklist of "stuff" I go through when I'm helping an organization think about New Employee Orientation...... [ This list isn't pretty. I've attached an MSN Word document in outline format...] This works well to help organizations think out and talk out their strategy to get new hires onboard as quickly and painlessly as possible.

XYZ Corp. New Employee Orientation Brainstorming Framework

About this orientation framework…

Description

Search tool for searching the NEOP site

XYZ Corp. – The Organization

Current Organization Structure

Key players; Pres/VPs

The XYZ CORP. Mission

Why are we here?

What are we trying to accomplish as an organization?

Canada’s premier…

World leader

Relentless pursuit of knowledge

Etc.

How will we know when we’re successful

What’s our “style”… competitive? Collaborative?, etc.

What is XYZ CORP. legally? Corporation?

Current organization roadmap

Multimedia tour???

Org Chart – with pictures?

Who’s who…

Our History

Evolution of the organization

Started as… in…

Now is… in 2005

Will be… our org objectives

Our BIG accomplishments-What we're proud of

Our Reputation

XYZ Corp. – The Employer

Our beliefs and core values

Employer of choice…

Employment Equity

Harassment

Team work

Balanced life

Work / family

Personal career fitness

Lifelong learning

Dress code

How we plan

Planning processes; budgeting, etc.

Employee Development and Training

In house

Outside training

Conferences and seminars

Working Conditions

Hours of work

Overtime

Day care facilities

Fitness facilities

Pay and benefits

Collective agreements (if any)

My Pay

Base pay

pay periods

Overtime

Group benefits

Life Insurance

Disability

Health& Dental Care

Etc.

Time off

Vacation

Statutory Holidays

Leave of absence

Maternity Leave

Jury duty

Funeral

Illness

With pay / without pay

Our tools

Admin Systems we use

Financial systems

Etc.

Software we use

MS Office Suite

E-mail – Outlook / Exchange

Getting training on MS programs

YOU – The XYZ Corp. Employee / Contractor

Your job – What’s expected

Performance Management

Personal tools and equipment

Software supported by XYZ CORP.

Eg. Outlook, Office suite

Use of contractors to do work

Keeping up professionally

Leading edge / Continuing education

X hours / year as a minimum??

Professional memberships

Leadership role expected??

Ie. in front of the audience, not in it…

Professional Associations

XYZ CORP. Library / Virtual Library

Code of conduct

Harassment

Equal employment / Discrimination

Conflict of interest

Business interests

Entertainment

Meals

Gifts

Giving gifts / Accepting gifts, awards

Software – Piracy

Use of XYZ CORP. assets

Internet; Telephone; Etc.

You and the community

Other employees / coworkers

What community?

Things like United Way, volunteerism, etc.

Passive / active???

You and the media

What can you say? To who?

Resources for you

Moving / relocation assistance services

About Ottawa; other locations

Newsletters / corporate publications

My HR Contact

My “buddy”…

Organization chart

Phone directory

Central Services available

Finding an expert – XYZ CORP.’s Expertise Database

How do I… ??

Get equipment, supplies

Grand & Toy links??

What am I allowed to have to do my job

Computer equipment; palmtop, etc.

Computer software

Personal organizer

Organize a meeting

Booking a room

Using outside facilities

Presentation equipment

Travel

Approvals

Travel arrangements

Expenses

What’s covered? What’s not?

What’s ok? What’s frowned upon…

Entertainment

Reimbursement

Spending XYZ CORP. money

The Budget process

Putting stuff on the web

Can I put stuff on the web?

What can I put on the web?

Approvals???

How to put stuff on the web…

Contacts

Publishing Standards

accessiblity

Getting stuff for my office

Grand & Toy supplier contract

Office supplies

Telecom

SEARCH TOOL

Entire Orientation web

All of XYZ Corp.

The whole internet

From United States, New York
Attached Files (Download Requires Membership)
File Type: doc xyz_corp_new_employee_orientation_framework.doc (35.0 KB, 4257 views)

Kavita
Hi Sonali,

Great. You have got good inputs from the members of the group. And what you have planned finally is also great. On the same lines sharing what I do in my Organization as part of INDUCTION for new joinees.

The Induction Programme is divide into 3 days covering the following:

1. Ice Breaking Session by the MD - he gives a brief about the company. When it started, Company's Vision, present scene and future goals.

2. Different sessions by other Directors briefing the new joinees about their respective departments. Such as - a session by Director-Sales, Director-Development, Director-Technology.

3. And other sessions by respective HODs, such as Finance Head, System Administration Head, HR Head and so on. These people cover a brief about the working of their respective departments, introduce their teams and the job profile of each team member. SO that it is clear to the new joinees whom to contact for a particular concern or query.

HR also covers a brief about the comapny's policies and what is expected from the new joinees as now they are also a part of the company.

We also ensure the presence of all the new joinees by sending them the Induction Schedule and keep a track by taking their attendance. On the last day of the Induction, a feedback form is given to all the participants (new joinees) in which they have to share their views about the programme, any inputs from their side and so on. ( A brief Feedback Form can be prepared for the same).

Hope it helps. And if not too much of a problem. Share your presentation.

Cheers!!!

Kavita

From India, New Delhi
greatscope
2

Hi Sonali!

Here’s the info on the treasure hunt you asked. I guess It’s coming a bit late as I was away for a couple of days. In the meanwhile , it looks like you’ve got oodles of help from other members.

Thelma from Philippines asked for info about the treasure hunt too.

Thelma, if you are reading this ..hope it helps

The important thing about an induction is to make the inductees WANT TO LEARN about their organization. ( Note the emphasis on ‘want’ ) Normal inductions are Ho Hum affairs with the HODs talking about their departments & the inductees dozing.

Shoonya has sent a PDF about a treasure hunt though I cant open it. ( I cant open any of the PPts sent by other members either. Help anyone?)

Any way here are my steps on a Treasure Hunt:

· Divide the inductees into groups of 3,4, or 5. ( the lesser the better as everyone will participate)

· Design some creative clues/ questions about each dept. these may be written clues, object clues, audio clues or video clues. ( eg : play the song, ‘country roads take me home’.. by John Denver

· Once the a team cracks the clue, they go to the respective dept & the dept briefs them about the activities of the dept. Then they get the next clue which they crack & go to the next dept.

· And so on till they cover all depts..

· Have kiosks/ counters for each dept & 1-2 people manning these. They should be equipped with info/ material about their dept.



Ideas of clues:

· A picture of parliament house= admin dept.

· A keyboard or a mouse = IT / technical dept.

· A pouch containing some vegetables (potato, onion) = catering.

· A set of letters from Scrabble which when placed correctly spells the name of a dept.

· The registration number of a vehicle belonging to an employee of a particular dept.

· Teams can also be required to pass thru an obstacle/ do some work ( eg: give them lots of balloons to blow & carry to the dept. Or make paper planes , find a clue hidden in a matchbox buried in a mound of sand, tell a dialogue from a movie. Etc, etc .)

To make it more interesting :

· Give them team names or let them chose names. Give them Company tee shirts/ caps & colored arm bands to differentiate between teams.

· Have points system . The Team that cracks the clue & reaches the dept in quickest time gets max points. Eg: within 5 mins = 20points, 6-10 mins = 15 points. 11-15 mins = 5 points & Over 15 mins = no points.

· Award a prize for the wining team ( dinner with the CEO, some cool stuff or CASH )

Last but not the least – MAKE A VIDEO OF THE ENTIRE EVENT for keepsake & use in next induction.

Hope these ideas help.

Once you start thinking , the ideas will flow. If they don’t use ME to organize & conduct it for you.

By the way, one of my first Treasure hunt inductions was for a call center. Most recent was for an airline.

All the best.



Amruth



www.greatscope.com

98860-36125

From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.






Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.