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Induction is all about introducing new joiners to the company; most of the companies are entertain their new joiners by giving some entry gifts, photograph with chairman, recording video or PPT from the chief management, etc. including explaining the company policies follows by lunch. the same will repeat for 2 or 3 days depend on the position and handover
According to statistics, employees who on-boarded very well can be stick to the company long time.
its advisable if you can maintain a induction check list, based on the budget given to you by the company you can plan the same.
From India, Hyderabad
KK!HRThe Induction programme has to specifically focus on company's past history, product profile, growth profile, future plans - long term & short term, Vision, Mission, Values, interaction with not only the top team of management but with a team of star personnel, career prospects, service rules, salary and perquisites, leave and other entitlements, company rules on various aspects, significantly the disciplinary rules etc. Its significance has to be understood as you are converting a group of young graduates to feel one with the company.
From India, Mumbai
Dinesh DivekarDear Pratik,
You wanted the induction training need to be taken to the next level. However, you have given brief outline as to what you do as of now. How much time is spent on induction and what exactly is included?
If you wish to take the induction training to the higher level then your management should be prepared to allot more time for the induction. Are they ready to do this? Enlargement of the scope of induction training can happen only with the allotment of the more time.
Previous post to mine says that a company should include topics like vision, mission, values etc in the induction. Yes, it is correct but then what you do to inculcate these concepts in the mind of the newly joined employees? Do you give just a printed document to read or show few slides of the presentation or show some video? Ideally you need to show videos of practical example of how company has lived with the values.
One more important point that merits inclusion is about company's culture. Has your company defined culture? If yes, then you need to identify instances that project certain culture and include them in the induction.
Lastly but not the least, before completion of the induction, take a test of 25 or 50 marks. A newly joined employee must score minimum 60% marks. This will foster culture of learning or even self-learning.
From India, Bangalore