Dear All,
We discuss a lot on creating an image of the organization in the minds of the Employees. This can be done best only when the employee is nieve, and Induction ofcourse, is the best way to make the employee come closer to the organization and become a part of the organization.
Joining Kits / Introduction / Important HR practices sharing / Job Description / Providing Infrastructure / etc. are all common practices.
Over and above these, what innovative can we do for the new joinees?
For instance, we at Birla Cellulosic, have a practice of preparing KNOW YOUR DEPARTMENT, a small booklet containing information of the departmental employees, where the new joinee is going to join. It contains the organogram of the department, the Names of the employees, their designations, Date of Joining and Total Experience along with the photographs. This helps the new joinee to relate better with the department and helps in familiarizing.
We want to understand, if there is any good practice going on in other industries, which is practically possible to implement and replicable & helps in making the new joinee feel accommodative. This may have less financial impact.
regards,
Sudeep
From India, Ahmedabad
We discuss a lot on creating an image of the organization in the minds of the Employees. This can be done best only when the employee is nieve, and Induction ofcourse, is the best way to make the employee come closer to the organization and become a part of the organization.
Joining Kits / Introduction / Important HR practices sharing / Job Description / Providing Infrastructure / etc. are all common practices.
Over and above these, what innovative can we do for the new joinees?
For instance, we at Birla Cellulosic, have a practice of preparing KNOW YOUR DEPARTMENT, a small booklet containing information of the departmental employees, where the new joinee is going to join. It contains the organogram of the department, the Names of the employees, their designations, Date of Joining and Total Experience along with the photographs. This helps the new joinee to relate better with the department and helps in familiarizing.
We want to understand, if there is any good practice going on in other industries, which is practically possible to implement and replicable & helps in making the new joinee feel accommodative. This may have less financial impact.
regards,
Sudeep
From India, Ahmedabad
Dear Sudeep,
There are plenty of innovative practices for induction to orient the employees towards a new culture.
Lets acknowledge what needs to remain constant:
- Information about the organisation
- Presentation of HR policy and employee handbook
- Introducing to the teams and leaders.
- A walk-around to the layout of the building
- If its a geographically located firm, then a video to offer a complete picture to the company.
- Un-conference or an open house to ensure networking
What can be done best to avoid monotony, is to include certain quizzes and impromptu presentation by the attendees , about how much they know about the organization and their vision with the new role.
Few ice-breakers that can inculcate culture would be asking the participants to present who they are and what they expect out of the program.
Arranging goodies including the welcome kit and a memento or any corporate gift as available, would add to the experience.
A lunch with a senior leader offer them the option to connect in an informal environment.
As we consider these areas, we are assuming that their work station and email id would be up and running to avoid any delay in getting started.
If transport or cafeteria policies are different for the new employees, its best to share and remain transparent about it.
Few innovative experience are being created by firms such as Sidlee , where they have a specific room with a chair and the Sidlee album for new joins. Here's what Twitter does on Day 1. <link outdated-removed>
A firm where I worked used to email the content of the HR Policy and Employee handbook a day before the employee joined, so that the employee can read it and can clarify during the orientation program.
Lets hear from our members on how are they doing it differently.
From India, Mumbai
1858There are plenty of innovative practices for induction to orient the employees towards a new culture.
Lets acknowledge what needs to remain constant:
- Information about the organisation
- Presentation of HR policy and employee handbook
- Introducing to the teams and leaders.
- A walk-around to the layout of the building
- If its a geographically located firm, then a video to offer a complete picture to the company.
- Un-conference or an open house to ensure networking
What can be done best to avoid monotony, is to include certain quizzes and impromptu presentation by the attendees , about how much they know about the organization and their vision with the new role.
Few ice-breakers that can inculcate culture would be asking the participants to present who they are and what they expect out of the program.
Arranging goodies including the welcome kit and a memento or any corporate gift as available, would add to the experience.
A lunch with a senior leader offer them the option to connect in an informal environment.
As we consider these areas, we are assuming that their work station and email id would be up and running to avoid any delay in getting started.
If transport or cafeteria policies are different for the new employees, its best to share and remain transparent about it.
Few innovative experience are being created by firms such as Sidlee , where they have a specific room with a chair and the Sidlee album for new joins. Here's what Twitter does on Day 1. <link outdated-removed>
A firm where I worked used to email the content of the HR Policy and Employee handbook a day before the employee joined, so that the employee can read it and can clarify during the orientation program.
Lets hear from our members on how are they doing it differently.
From India, Mumbai
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Innovative HR Practices-.doc
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