HI, I want to design a new Induction Programme for my organisation. Can u guyz please help me for this? With regards Radha
From India, Calcutta
16From India, Calcutta
Dear Radha,
Few months back I have design a induction programme for my organization. Three important parameters I considered while designing the programme.
1> Time organization can afford for the programme.
2> Methodology to be used for the programme
3> Contents of the programme.
Please consider another one important things that is for whom you designing the programme, whether for New Entrants or for Experience persons, whether for Managerial employee or for Non-managerial employee.
If you want to know any thing specific please ask :?: .
Thank You
Subir Chatterjee - :lol:
94340 37570
From India, New Delhi
Few months back I have design a induction programme for my organization. Three important parameters I considered while designing the programme.
1> Time organization can afford for the programme.
2> Methodology to be used for the programme
3> Contents of the programme.
Please consider another one important things that is for whom you designing the programme, whether for New Entrants or for Experience persons, whether for Managerial employee or for Non-managerial employee.
If you want to know any thing specific please ask :?: .
Thank You
Subir Chatterjee - :lol:
94340 37570
From India, New Delhi
Dear Radha,
You may take into consideration the following points while you design an inductio programme.
1.As far as possible, make the group homogeneous.
2. Give a brief on the company history, profile, who is who in the company, Director Board
3.Vision, Mission, future plan of the company
4. What is his (each participant's ) role in the company.
5. Reporting structure, Career path, dos and donts
6. Office etiquette, dress code etc.
7. Staff welfare measures
8. Appraisal systems prevailing in the company.
9. Grievance handling systems etc.
Also you may include brief sessions (10 min) with MD and other top people in the company. Develop some slides to make the programme interesting. If possible, conduct some softskills sessions also along with. You can end the session with a pleassure trip to a nearby place of interest.
For clarifications, please feel free to contact me at
Thanks & Regards,
Shiby
From India, Kochi
You may take into consideration the following points while you design an inductio programme.
1.As far as possible, make the group homogeneous.
2. Give a brief on the company history, profile, who is who in the company, Director Board
3.Vision, Mission, future plan of the company
4. What is his (each participant's ) role in the company.
5. Reporting structure, Career path, dos and donts
6. Office etiquette, dress code etc.
7. Staff welfare measures
8. Appraisal systems prevailing in the company.
9. Grievance handling systems etc.
Also you may include brief sessions (10 min) with MD and other top people in the company. Develop some slides to make the programme interesting. If possible, conduct some softskills sessions also along with. You can end the session with a pleassure trip to a nearby place of interest.
For clarifications, please feel free to contact me at
Thanks & Regards,
Shiby
From India, Kochi
Hi Radha
If you could be more specific as to the type of industry and the employees to be given the induction programme, we would be in better position to assist. As for every industry type, organisation, department and employee levels the induction programme has to be differently designed.
It is not advisable to have a the same programme for the new entrant in field sales and a new entrant in accounts department. Similarly the induction programme in a manufacturing industry would be different then in the service industry.
Please give some more details of the type of organisation, the number of employees to be inducted, their respective departments etc.
From India, Ahmadabad
If you could be more specific as to the type of industry and the employees to be given the induction programme, we would be in better position to assist. As for every industry type, organisation, department and employee levels the induction programme has to be differently designed.
It is not advisable to have a the same programme for the new entrant in field sales and a new entrant in accounts department. Similarly the induction programme in a manufacturing industry would be different then in the service industry.
Please give some more details of the type of organisation, the number of employees to be inducted, their respective departments etc.
From India, Ahmadabad
Yes, I do agree with you Mr.Ajmal. As far as the Industry is concerned we are a LIQUOR Manufacturing Company. Right now we are recruiting employees in middle level in different departments as we setting up our operations. Most of them are having minimum 10 years of experience.
So, Please guide me accordingly.
Thanks & Regards
Radha
From India, Calcutta
So, Please guide me accordingly.
Thanks & Regards
Radha
From India, Calcutta
Hi Radha
Middle managers are much clearer about their accountability role in raising and maintaining standards so I believe that they should be provided with the tools and support to do that via this programme
The aim of the programme should be to provide stimulating and challenging professional development specifically tailored to their key responsibility areas [KRAs]
Certain standards like mentioned by Shiby, for training in company policies and procedures are essential for any new employee joining the company.
1. Give him the employee handbook, and ask the trainer to give a small session on the important issues. Ask the CEO / Chairman to give a motivational speech..
2. If the manager is from Liquor Manufacturing Industry. After a brief session on the topics as mentioned by Shiby, let them work for at least 2 days each, in each department. This would give him the idea of how the company is working and also become friends with other members / employees.
3. Let him give a presentation to all the departmental heads, CEO or trainer when he finishes his induction with a brief about each department and how it works. This would give him some further motivation to learn the practices adopted and implemented by the company in various departments
4. And in case the manager is not from liquor industry, let him work for atleast 1 week in each department. Let him have the feel of what the company is, how the industry works etc... only then put him on the job. Do take a good evaluation test before he can be put on the job. It will be worth the time and effort for him to understand the company and industry and would be able to work with better efficiency.
5. In case he is for Sales / Marketing department give him training in various types of liquor as well. Plus let him work for some time in logistics as well as legal department, as it would be essential for him to learn the legalities involved in the movement of liquor, so that he knows the delivery time taken, and the documents required by the authorities for the same.
The most essential would be to evaluate the results of the induction programme... here the presentations my the new employees would play a major role.
From India, Ahmadabad
Middle managers are much clearer about their accountability role in raising and maintaining standards so I believe that they should be provided with the tools and support to do that via this programme
The aim of the programme should be to provide stimulating and challenging professional development specifically tailored to their key responsibility areas [KRAs]
Certain standards like mentioned by Shiby, for training in company policies and procedures are essential for any new employee joining the company.
1. Give him the employee handbook, and ask the trainer to give a small session on the important issues. Ask the CEO / Chairman to give a motivational speech..
2. If the manager is from Liquor Manufacturing Industry. After a brief session on the topics as mentioned by Shiby, let them work for at least 2 days each, in each department. This would give him the idea of how the company is working and also become friends with other members / employees.
3. Let him give a presentation to all the departmental heads, CEO or trainer when he finishes his induction with a brief about each department and how it works. This would give him some further motivation to learn the practices adopted and implemented by the company in various departments
4. And in case the manager is not from liquor industry, let him work for atleast 1 week in each department. Let him have the feel of what the company is, how the industry works etc... only then put him on the job. Do take a good evaluation test before he can be put on the job. It will be worth the time and effort for him to understand the company and industry and would be able to work with better efficiency.
5. In case he is for Sales / Marketing department give him training in various types of liquor as well. Plus let him work for some time in logistics as well as legal department, as it would be essential for him to learn the legalities involved in the movement of liquor, so that he knows the delivery time taken, and the documents required by the authorities for the same.
The most essential would be to evaluate the results of the induction programme... here the presentations my the new employees would play a major role.
From India, Ahmadabad
Hello dear. i seem to agree with Radha about the basics programme content. No matter the group of people you are inducting, i believe this is a proper guide :lol:
Dear Radha
For induction programme; there are few things u always keep in mind are:
1. New Recruit profile....
2. Whether to give induction at office premises or outside (outside is any day a better option)
3. if new recruits are not from the same insudtry, then where to send them
the things to to be included in the induction programme are;
1. Co's vision, mission, values
2. Industry overview
3. Companies busniess areas
4. Various deparments; their role
5. Key Management Personnel
6. Brief about past and current performance etc.
hope this will suffice
From India, Chandigarh
For induction programme; there are few things u always keep in mind are:
1. New Recruit profile....
2. Whether to give induction at office premises or outside (outside is any day a better option)
3. if new recruits are not from the same insudtry, then where to send them
the things to to be included in the induction programme are;
1. Co's vision, mission, values
2. Industry overview
3. Companies busniess areas
4. Various deparments; their role
5. Key Management Personnel
6. Brief about past and current performance etc.
hope this will suffice
From India, Chandigarh
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CTL'S Human Capital Induction Programme.ppt