Hi, As per my previous query on controlling the frequent quitting of the new joiners. I was suggested for having strong induction process. I have decided to prepare the induction manual for the new joiners which will give the clear picture about the company to new joiners.

It is requested to all to guide me which all points shall be considered in process of preparing the induction manual. After a little research on this topic I have got some points & source of information please suggest me if I am missing something to create a strong manual.

1) Company Information - From company Website.

2) Information on the parent group company- From Company Website.

3) Who's Who of company - Available with me.

4) Company policies - As available for Leaves, Rules & Regulation ( Few can be pulled down from appointment letters.)

5)Company Hierarchy Chart - Available with me.

Please revert me on the same.

Thanking in advance.

From India, Taramani

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Dear Kaskar,

Every new employee joins the organization with new and good in his/her eyes. There is a dream of great future, great achievements and great corporate relationship. The employee begins with a positive note and heart full of new resolutions.

Imagine how devastating it would be for the employee to encounter indifference, ambiguity and disinterest. Imagine how the negative attitude of colleagues and superiors could shatter his/her hopes and dreams.

Induction training for new employees has to be taken seriously by both the employer and the employee. Every factor that can impact the new employee must be considered.

Let us see all the factors that can influence the new employee,you have already considered these points:

• Manual of organization rules and procedures

• Manual of organization's events, programs, facilities

• Organization chart and reporting structures.

• Job manual

• Departmental description, including names of employees and their respective designations.

A new employee has no idea about the work culture in your organization. Hence, you have to be sensitive to the employee and provide with all oral and written instructions and guidelines. This helps them to align with the organization culture. Encourage formal and informal communication to allow them to blend with their work team.

Induction of new employees is incomplete without a formal induction training program. Induction training could be periodic lectures till such time that the employee is absorbed into the organization. To get employees comfortable with their fellow workers, it is a good idea to encourage informal sessions.

Induction training should begin on a high note, and every body must look at the relationship optimistically. However, it is also not wise to raise irrationally high expectations of new employees. Promises should be reasonable and real. False promises only lead to disillusionment and negative feelings. The key is to build aspirations that would seem fair and reasonable to employees.

With Best Wishes

From India, New Delhi

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