Greatscope
Nlp Master Practitioner, Personal Effectiveness
Shaki
E-hr, Digital Hr, Hris, Training & Development,
Leolingham2000
Management Consultant
Umalme
Business Consultancy
Rameshbala
Service
ShoOOonya
Student (mba) / Trainer
Ashokchy
Agm-hr
Sourabh77
Sr Hr Professional
Sonali Misra
Hr Manager
Hemant
Hr Professional
Dasmanash
Head - Hrd
Muralikrishnan
Hr Executive
Egstcm
Independent Business Owner
Kavita
Hr Professional
Indrayani
Trainer
Aysh_sh
Student
Nayantara
Hr Professional
+1 Other

Hi all,
I need to make a ppt for introducing all the new joinees to my company, while I have a brief idea of what all to include, can i get some specifics...I dont want to include too much info....want to keep it very simple but effective.
:?:
8th April 2005 From India, New Delhi
Hi !
It's a good idea to have a induction ppt - KISS ( Keep It Short and Simple).
As i was inducted a few years back, i can give my views of what trainees expect :
1. What all is the company about ? Past , present and future.
2. A big focus on " What's in there for me " !
3. Some inputs which will make the candidates feel proud of being a part of the company.
4. Rules and regulations. Just a few major ones, rest can be known by the candidates through the black book.
5. who's who - top people of the company.
that's all we all expected from the induction ppt.
Hope you might find it useful...............
8th April 2005 From India, Pune
hi sonali
Induction Module depends on how long do you want it to be...
If it is half a day long
u can include following things
1. Oraganization's overview
2. Policy, Procedures (office admin, hr)
Regds
Indrayani
9th April 2005 From United Arab Emirates, Al Ain
May be you may get help if you have any policy manual of your organization. Finally if you need an PP presentation I may help you if you give some relevant info reg your organization.
Thanks and best Regards
Shaki
9th April 2005 From Malaysia, Ipoh
Hi Sonali,
Why use PPT at all ? everyone is expecting (& bored sick) of PPTs.
What I did when I organized an induction for around 100 employees was to put them thru' an activity. I designed a Treasure Hunt . Divided all into groups, gave clues which led to a department( say admin). Every stage of the treasure hunt led them to a dept.
It was FUN & they learned a lot about the Co too.
The most interesting part for you ( as a HR person) attrition was minimal & morale post induction was sky high.
I'm a consultant helping organizations in recruitment, induction & training.
regards,
amruth
www.greatscope.com
9th April 2005 From India, Mumbai

Hi
For induction programme PPT you may
1.Collect Organization chart
2.Process Chart
3.material/ service movement chart
You may form cohesive groups if possible teams as they would be workigng in future. You may involve existing members as talent and write
a sript for induction in dialogue and discussion forms.
Through above instrument of script you can answer questions of new entrants(which you may know or make a quick survey and add from your and other experienced collegues information)
Decide whether it should be 1 hour presentation followed by some group activity, discussion and a QA session.
You may keep this open end and repeat with enhanced content after a week or suitable period depending upon the complexity of operations.
Once the new entrants are sort of settled, you may answer questions about career prospects, safety and welfare practices etc in detail.
I hope you find this useful
Prakash
11th April 2005
Hey all you guys,
A big thanks to PS Phani, Shaki, Amruth and Prakash.....
For those who wanted more info on the ppt.... I intend to keep it only 15 minutes long...I have already included a slide on the nature of business, one slide on the origin, one on the key people, one on the future of the company and one on the general spirit/atmosphere of the organisation. I intend to follow that up with a talk from each of the hod's explaining one on one, the functions of their departments.
Does that sound ok..... Amruth's idea of a trasure hunt seems great.... hey amruth can you give me some more details on how to do this...
11th April 2005 From India, New Delhi
Hi Amruth,
I think your idea of the treasure hunting is great. It would be nice to conduct that in our company since majority of our staff are architects who always have a passion for creativity. I hope you can provide more details on the treasure hunting activity.
Thanks and regards,
Thelma
11th April 2005
Hey to all viewers ,
Induction programme should be a following content,
1. History and culture of the organisation
2. rules and regulations
3. hygine and cleaningness
4. dress code
5.organisational chart etc.
murali krishnan
11th April 2005 From India, Madras
hi ...

I am doing my MBA from NITIE,Mumbai

I was part of the committee which took care of the INDUCTION of our juniors .... and we also had a whole week full of activities planned for them which included Introductions amongst themselves to introducing them to the LIFE at NITIE and the plethore of committees in which they could contribute and learn.

To introduce them to the CAMPUS and their Seniors, we used the Treasure Hunt.

The TH would take them around the campus and they would be interacting with their seniors to tackle the clues which pointed to various places of intwerest and significance in the campus. From the Library to class rooms to hostels and the mess.

In the corporate setting, clues could lead to Departments or Dept Heads who would give them a small one minute brief about themselves and their department as well as the clue to the next.

This also means that the various dept will get to see this 'fresh blood and energy' running around in the campus. A step away from the boring routine. Help can be taken from regular employees to help/conmfuse these new joinees.

Everyone has a lot of fun and at the same time gets comfortable with each other. It breaks down several communication barriers between regualr employees and new joinees. Level of communication improves due to familiarity.

Design of Treasure is typical. Customised to suit your organisation and the people you want to involve.

... shoOOonya ...
11th April 2005 From Switzerland, Geneva
hi ... Uploading a PDF document on Treasure Hunt in Institute as well as Corporate setting. Hope it helps . . . ... shoOOonya ...
11th April 2005 From Switzerland, Geneva

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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
11th April 2005 From India, Mumbai
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
12th April 2005 From India, Gurgaon

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Hi Sonali, Can you send me the level/s for which you are trying to make the induction prgramme. Regards Manas Das
12th April 2005 From India, Delhi
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
12th April 2005 From India, New Delhi
Hi Manash, I want to use this ppt for all levels .... it would just serve as an intro to the company.... :shock: Sonali
12th April 2005 From India, New Delhi
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:
12th April 2005 From India, New Delhi
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
13th April 2005 From United States, New York

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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
13th April 2005 From India, New Delhi
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
13th April 2005 From India, Mumbai
hi ...

That was quite an exhaustive list of elements (put up by Eric) to be considered for any Induction / Orientation program.

I guess there is hardly any element left out. Anyone can now simply take up the list, pick out the elements which are relevant to their particular case, delibrate on the remaining list before discarding it.

And the suggestion of using the Intranet is also quite a valuable one. I think the Intranet is a very powerful organisaational tool. It is one of the first steps towards corporate digitization which will speed up a lot of processes.

In case of Induction / Orientation / Online-Training, it becomes quite an inexpensive one-time-cost resource which can be used anytime any-number-of-times.

hey Soumya .... i guess you have already received a lot of material for the induction / orientation program .... do let us know what is the final output / format / elements you are using . . .

The Treasure Hunt Inputs from Amruth are also pretty valuable ...

Hey Amruth ... send in your mail id to me ... I will mail you the files uploaded in this forum topic.

...shoOOonya ...


13th April 2005 From Switzerland, Geneva
Hi Sonali,
Nice ideas came frm every one. now i feel tht im not too late to share some views on what an employee expects....
the employee is very eager to know their colleuges than an others. after your brief induction on the comapny policies, rules and regualtions.... if every dept/project head will take five minutes in the induction to introduce them and make them involved in tht session.
This helps to get clear picture of their concerned dept or proj. the dept head can discuss abt the proj's thy handle, how they go to complete the task, etc.. can be discussed. one thing to remember is that it should not take more than 10 mins of time.
It would be fun if the induction is informal in nature.
Hope this should would be nice to implement.
Thanks and Regards
Sridhar
13th April 2005 From India, Madras
Hello Sonali,
Lots of details inputs from various sources fomal or informal.
chief executive's internal greivences policies should be handled by board of directors or principal employers (legal and value contributor and involved mostly indian companies do not follow this practice up to a extent) depending upon the case.
Normally in indian scenario o if part of corporate world try to balance off equations by showing very respectful and healthy and visible position for you and managed by it if not internally but a hard way.
Fo e.g. take a case of Mr. Phaneesh Murthy CEO iGate Solutions harrasment case.
Regards
Umalme
13th April 2005 From India, Delhi
Hey guys, Thanks a lot for the overwhelming response.... I am about to complete my induction ppt in a few days and will upload it for all members....meanwhile keep the inputs coming in. :D
18th April 2005 From India, New Delhi
Hi Sonali:

If you want to go by a structured overview I have a suggestion-

1 Welcome

2 History of the company – Vision, Mission, Values, Culture

3 Brief Introduction of the organization

4 Business / Function Areas

5 Meeting with the Leadership team

6 HUman Resource Overview(team structure + Responsibilities)

7 HR Policies & Procedures

8 Administration Procedures

9 Finance Procedures and team structure.

Generally this program can be divided in 2 days, the welcome section will include the HR formalities of filling forms (incase induction happens on the day of joining)

Point 5 can happen as an informal Chit chat session/lunch meeting just to make the employee know the individuals.

Normally you will realise that employee are more interested in Policies like - Leave, CLA, T&D. They are also looking for career growth and opportunities in store for them.

Section 8&9 would be applicable only incase the company has a structured Admin and Finance team.

Hope this can help you develope a formal program.
18th April 2005 From United States,
I would say just give first five and long snacks & chit chat time with small quiz time and short lecture rom a hr leader.. and rest them give hand out etc.. :?
18th April 2005 From India, Delhi
Hello Sridharan,
Iam doing my M.B.A with HR as my specialisation could u please help me by sharing your knowledge as you are v. experienced.Iam doing research study on "EMPLOYEE ATTRITION IN INDIA".Could you suggests some books or any sites or presentations on this topic.It would be of great help.Hope you come out with a solution.waiting eagerly for ur reply.
Thanking you,
Ayesha.
18th April 2005
Hi, Does anyone have a ppt on THE TOPIC-"EMPLOYEE ATTRITION".Pls it would be of great help if you help me on this one.Any help on this topic is most welcome.REPLY SOON. With regards, Ayesha.
18th April 2005
INDUCTION

Here are some useful tips.

INDUCTION

The INDUCTION should be simple to understand but must

be complete to create satisfaction in the minds of the new

employee.

This INDUCTION should cover three specified areas

-Corporate culture

-Policies and procedures

-Safety , benefits, rights and responsibilities.

ORGANIZATION

-history

-Mission

-Vision

-Organizaional Philosophy

-Organizational objectives

-Organizational structures

-Industry

-Products and services

-Customers

-Employee's department

-Facilities

COMPENSATION

-pay schedule

-payroll deductions

-worker's compensation [ if any]

BENEFITS

-medical [ if any]

-life insurance

-pension

-credit union [ if any]

-employee purchase [ if any]

-service rewards

ATTENDANCE

-work hours

-rules on lateness, sickness, absence

LEAVE AND HOLIDAYS

-holidays

-leave policy

HEALTH AND SAFETY

-safety guidelines

-first aid

-emergency procedure

SECURITY

-security procedures

-restricted areas

-confidentiality

COMMUNICATION

-Co. newsletter

-bulletins board

-employee handbook

-emails

TRANSPORTATION

-co. bus [ if any]

-parking

-travel policies

-travel expenses

PERSONAL

-rest breaks

-meal breaks

-smoking policy

-canteen locations

PERFORMANCE/ RESPONSIBILITIES

-expectation from the employees

-ethical standards

-conflict of interest

-probationary period

-dress code

-performance reviews

-suggestion box

-equal opportunity

-sexual harassment

etc

regards

LEO LINGHAM
19th April 2005 From India, Mumbai
INDUCTION

Here are some useful tips.

INDUCTION

The INDUCTION should be simple to understand but must

be complete to create satisfaction in the minds of the new

employee.

This INDUCTION should cover three specified areas

-Corporate culture

-Policies and procedures

-Safety , benefits, rights and responsibilities.

ORGANIZATION

-history

-Mission

-Vision

-Organizaional Philosophy

-Organizational objectives

-Organizational structures

-Industry

-Products and services

-Customers

-Employee's department

-Facilities

COMPENSATION

-pay schedule

-payroll deductions

-worker's compensation [ if any]

BENEFITS

-medical [ if any]

-life insurance

-pension

-credit union [ if any]

-employee purchase [ if any]

-service rewards

ATTENDANCE

-work hours

-rules on lateness, sickness, absence

LEAVE AND HOLIDAYS

-holidays

-leave policy

HEALTH AND SAFETY

-safety guidelines

-first aid

-emergency procedure

SECURITY

-security procedures

-restricted areas

-confidentiality

COMMUNICATION

-Co. newsletter

-bulletins board

-employee handbook

-emails

TRANSPORTATION

-co. bus [ if any]

-parking

-travel policies

-travel expenses

PERSONAL

-rest breaks

-meal breaks

-smoking policy

-canteen locations

PERFORMANCE/ RESPONSIBILITIES

-expectation from the employees

-ethical standards

-conflict of interest

-probationary period

-dress code

-performance reviews

-suggestion box

-equal opportunity

-sexual harassment

etc

IS THIS WHAT YOU WANT?

regards

LEO LINGHAM

_________________

LEO LINGHAM
20th April 2005 From India, Mumbai
Hi all, Am uploading my ppt for reference...suggestions and coments are welcome... We plan to have a brief one on one session with all HOD’s post the presentation.
21st April 2005 From India, New Delhi

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Hi Amruth The induction acitivity you described sounds really interesting & fun! What a way to start off employees in their new posting!! All the best 8)
21st April 2005
Hi all,
Im currently doing my MBA at TAPMI. As part of my summer project I need to structure a Welcome letter to new employees and also an annexure that will include relevant information for outstation as well as other employees. For example:
About the city
Weather
Guesthouse facility
Food
Relocation entitlement
City map
Brokers
Facilities at the office such as doctor on call, canteen, transport facilities, Parking facilities, etc.
Working hours
Dress code
Strength of employees at the local office & other offices
I would like suggestions on other relevant information to include in this annexure. Any other suggestions about the Welcome letter and annexure are welcome.
Looking forward to replies.
Thanks in advance.
Kala
5th May 2006 From India
Hello everyone,
I'm a PR professional from Chile (South America), and all these posts have been very useful for me as I'm designing the new induction process for the company that I work for.
If there is anything I can do for you related to Corporate Affairs and RSC, please, let me know.
Best regards,
Enrique Damm.
23rd September 2006
HI Kala,
Office Layout is a must, will be of great help for new employees.
Important conatct numbers, HR/Admin Managers/Security managers as well as board numbers for current and other offices might be usefull for new joinees.
You can also include information about nearest Police Station, Hospital/s, Income Tax office, Bank/s, Chemist/s, Market, Airport, Interstate Bus Terminal, Metro and Railway Station etc
regards
Sourabh
23rd September 2006 From India, Delhi
Dear Soniya, Pls send me the ppt slides of Joining Formalities, Induction Formalities and Exit Formalities. if it would be possible for u. pls, send it. :oops: :P Rgds. Shilvant
30th September 2007
HI All,
thanks for your valuable suggestions
Mine is software company , the way we ppl are going on is -
Abt company - M.D
Genaral Policies- HR
Technical Discussion - Technical Head
Is this right manner or any suggestions over the same
Thanks
Nupur
16th October 2007 From India, Delhi
Hi
I wonder if you can help me, I am assigned to plan and design the induction programme for the company im working for,i would like to know if there is anything that you can give me regarding this.Thank you.
21st May 2008 From South Africa, Johannesburg
Hi Sonali,
You can start with Corporate movie if ur company has one. Then U can have a brief write up of the activities of departments such as Production, Engineering, HR, Purchase, Quality Control, Quality Assurance etc allocating 30 minutes to one hour for each department where the new employee will be taken around. I am attaching a format for ur reference which we follow at our company. Hope this will be useful to u.
21st May 2008 From India, Hyderabad

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Hey amruth,
can u give us some ideas on how to go about the treasure hunt.. it s exactly what i want to do but i need an clear cut plan.. as in whatv kind of clues to give.. what kind of learning does one get from it???
pls Do let me know..thanks!!
Amrita
2nd June 2008 From India, Madras
hi
Sonali,
Well U can check this one out in respect to treasure hunt...
Divide the new joinees into team and then give them hints which will lead them from one department to the other. They will know the key areas in the organisation, meet the key people and thus get to know the people and process better.
It will not only be fun but also will create a sense of team bonding and learning at the same time.
Reply if it is beneficial...
Regards
Aranyak

2nd June 2008 From India, Thana
Hey Sonali...
Couple of things which I would suggest is divide the induction in two parts...in the first part you may include the general information about the company, vision & mission nd the general polocies as suggested by most of us.
The second aspect may be dividing the group into their respective department (like: if someone is hired for accounting or admin) and then let them know about these departments and their roles. During my short carrer and knowing people..what I have noticed that the people joins an organization but they don't know what exactly they will be doing. So that;s very inportant to let them know what is expencted of them. Tell, them about the plans which company have for them....some employees who joined on junior level or lower salaries and their roles n responsibilities n positon now. it fell great to know about the people around you.
Hope this make sense.
Thanks
Amit
2nd June 2008 From India, New Delhi
Hey Sonali...Couple of things which I would suggest is divide the induction in two parts...in the first part you may include the general information about the company, vision & mission nd the general polocies as suggested by most of us.The second aspect may be dividing the group into their respective department (like: if someone is hired for accounting or admin) and then let them know about these departments and their roles. During my short carrer and knowing people..what I have noticed that the people joins an organization but they don't know what exactly they will be doing. So that;s very inportant to let them know what is expencted of them. Tell, them about the plans which company have for them....some employees who joined on junior level or lower salaries and their roles n responsibilities n positon now. it fell great to know about the people around you.Hope this make sense.ThanksAmit
2nd June 2008 From India, New Delhi
Hi Amruth,
I even share the same thought of innovative n interesting induction programs, had enough of humdrum induction programs, would like to come up with the program which involves people rather than a wearisome session. I need this ASAP, would really appreciate ur quick response on the same.
** If you can share sample format than nothing like that :icon1:
Hope to hear back soon!
Thanks & Regards
Bhawna Kumar

16th July 2008
hi iam doing summer project in "induction presentation" for that i should need prepare "feedback questionnaire about ppt"
18th September 2009 From India, Madras
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