PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
In the induction, we must ensure that the new employee get complete in formations about the company, process and other related things for the working process till the end. Then it will become effective induction . I am attaching a link from where you can get the references.
hekarthikYou may cover the following things in your induction programme
Mission, Vision, Objectives of company
Go through organisation chart
Discuss roles and responsibilities of staff in general terms
Purpose/Activities of the other teams/work areas
Define goals, objectives, and expectations
Review probation and performance and development review/ ADR/ appraisal process.
Company policy procedure
From India, Coimbatore
Include topics indicated by Mr.Karthik and make a power point presentation. Add photographs, slides that are visual. For example.
1. Photographs of the method of attendance registering (if you have a attendance tracking device).
2. Photographs of important locations (Dining hall, meeting rooms, conference halls, training halls etc)
3. Photographs of employee engagement activities.
4. Celebrations done in the company every year.
5. Organisation chart of the whole organisation with photographs and the chart of the department the candidate has to work
By doing this way you follow a sequence and also do not miss out anything as you carryout the induction.
You can also suggest that the other persons carrying out induction in other departments also follow a structured process. Of course the content of the induction programme may vary from person to person as the new entrants may join in different departments.
For example the technical content and duration of induction of Quality assurance department for a candidate who is joining in HR department may vary from a candidate who is joining in Quality Assurance department. This is because the emphasis on technical matters for HR person will be relatively less when compared to the person who joins Quality Assurance.
On the other hand if the same content is repeated for all the candidates by the Quality Assurance department it may become uninteresting and could be a waste of time.
From India, Madras