How Can I Create a Simple Yet Effective Induction PowerPoint for New Joiners?

Hi all,

I need to make a PowerPoint presentation to introduce all the new joiners to my company. While I have a brief idea of what to include, can I get some specifics? I don't want to include too much information. I want to keep it very simple but effective.

Thank you!

Hi! It's a good idea to have an induction PPT - KISS (Keep It Short and Simple). As I was inducted a few years back, I can give my views on what trainees expect:

1. What is the company all about? Past, present, and future.
2. A big focus on "What's in it for me"!
3. Some inputs that will make the candidates feel proud of being a part of the company.
4. Rules and regulations. Just a few major ones, the rest can be found in the black book by the candidates.
5. Who's who - top people of the company.

That's all we all expected from the induction PPT. Hope you might find it useful.

Hi Sonali,

The induction module depends on how long you want it to be. If it is half a day long, you can include the following:

1. Organization's overview
2. Policies and procedures (office administration, HR)

Regards,
Indrayani

May be you may get help if you have any policy manual of your organization. Finally, if you need a PowerPoint presentation, I may help you if you give some relevant info regarding your organization.

Thanks and Best Regards,
Shaki

Hi Sonali,

Why use PPT at all? Everyone is expecting (and bored sick) of PPTs. What I did when I organized an induction for around 100 employees was to put them through an activity. I designed a Treasure Hunt. Divided all into groups, gave clues which led to a department (say admin). Every stage of the treasure hunt led them to a department. It was FUN, and they learned a lot about the company too. The most interesting part for you (as an HR person) - attrition was minimal, and morale post induction was sky high. I'm a consultant helping organizations in recruitment, induction, and training.

Regards,
Amruth
www.greatscope.com

Hi,

For the induction programme PPT, you may:

1. Collect the Organization chart.
2. Process Chart.
3. Material/Service Movement Chart.

You may form cohesive groups or teams if possible, as they would be working together in the future. It is advisable to involve existing members as talent and write a script for induction in dialogue and discussion forms. Through the instrument of the script, you can address questions from new entrants. You can gather this information through your own knowledge or by conducting a quick survey and adding insights from your experienced colleagues.

Decide whether the presentation should be a one-hour session followed by group activities, discussions, and a Q&A session. You may keep it open-ended and repeat with enhanced content after a week or a suitable period, depending on the complexity of operations.

Once the new entrants are settled, you may address questions regarding career prospects, safety, and welfare practices in detail.

I hope you find this information useful.

Prakash

Hey all you guys,

A big thanks to PS Phani, Shaki, Amruth, and Prakash for their contributions. For those who wanted more info on the ppt, I intend to keep it only 15 minutes long. I have already included a slide on the nature of business, one slide on the origin, one on the key people, one on the future of the company, and one on the general spirit/atmosphere of the organization. I intend to follow that up with a talk from each of the HODs explaining one on one the functions of their departments. Does that sound ok? Amruth's idea of a treasure hunt seems great. Hey Amruth, can you give me some more details on how to do this?

Hi Amruth,

I think your idea of the treasure hunting is great. It would be nice to conduct that in our company since the majority of our staff are architects who always have a passion for creativity. I hope you can provide more details on the treasure hunting activity.

Thanks and regards,
Thelma

Hey to all viewers,

An induction program should include the following content:

1. History and culture of the organization
2. Rules and regulations
3. Hygiene and cleanliness
4. Dress code
5. Organizational chart, etc.

Murali Krishnan

Hi,

I am doing my MBA from NITIE, Mumbai.

I was part of the committee which took care of the INDUCTION of our juniors, and we also had a whole week full of activities planned for them. This included introductions amongst themselves, introducing them to the life at NITIE, and the plethora of committees in which they could contribute and learn.

To introduce them to the CAMPUS and their Seniors, we used the Treasure Hunt.

The Treasure Hunt would take them around the campus, where they would interact with their seniors to tackle the clues pointing to various places of interest and significance on the campus, from the Library to classrooms, hostels, and the mess.

In the corporate setting, clues could lead to Departments or Department Heads who would give them a small one-minute brief about themselves and their department, as well as the clue to the next.

This also means that various departments will get to see this 'fresh blood and energy' running around the campus, a step away from the boring routine. Help can be taken from regular employees to help/confuse these new joiners.

Everyone has a lot of fun and at the same time gets comfortable with each other. It breaks down several communication barriers between regular employees and new joiners, improving the level of communication due to familiarity.

The design of the Treasure Hunt is typical, customized to suit your organization and the people you want to involve.

... shoOOonya ...

Hi,

Uploading a PDF document on Treasure Hunt in Institute as well as Corporate setting. Hope it helps.

ShoOOonya

Hi guys and girls,

I am Sridharan, having more than 25 years of experience in the field of HR, with a special focus on Training & Development. I am delighted to join CiteHR to restart my learning journey in HR.

For the induction process, I suggest the following sequence:

- INDUSTRY OVERVIEW
- COMPANY OVERVIEW
- VISION-MISSION-PURPOSE STATEMENTS
- ORGANIZATION CHARTS
- PRODUCTS-MARKET-COMPETITION, etc.
- DEPARTMENTAL BRIEFINGS FROM HEADS of Departments
- PERSONNEL-HR-POLICIES
- INTERACTIONS WITH TOP MANAGEMENT-FUTURE OPPORTUNITIES
- DINNER WITH TOP MANAGEMENT TEAM

Thanks,
Sri

Dear Ms. Misra,

Here are some guidelines attached in the form of a PPT. I hope this will serve your purpose to some extent.

Thanks & Regards,
Ashok Kumar

Hi Sonali,

Can you send me the level for which you are trying to create the induction program?

Regards,
Manas Das

Hi Shaki,

The name of my company is MakeMyTrip.com. We offer travel-related services to the US-India corridor, in particular. Our operations are based in New Delhi. As part of our operations, we have a small call center attached to us (primarily callers and web chat). The total strength is 100 people and growing. I want to keep the PPT to about 15-20 slides. Do you need any more info to help me out with the induction PPT? 😄

Hi Manash,

I want to use this PowerPoint presentation for all levels. It would just serve as an introduction to the company.

😱

Sonali

By the way, does anyone know of a policy on grievance management? We have easy access to our HODs, CEO, COO, etc. Yet the top management wants to know how this is typically handled in other organizations. Is there a set policy and procedure? 🤔 💡

Hi:

Greetings from Canada! FYI, there's a Yahoo! discussion group on the topic of NEOP (New Employee Orientation) which has been around for about 5 years. You might want to join this group and pick the brains of the members.

I believe that you need to focus on the needs of the joinees when you create onboarding/orientation programs. The goal of both the new employee and the company is to get the new person integrated in the organization and fully productive as quickly as possible with a minimum of stress and disruption to the organization.

I think a specialized NEOP website for the organization's intranet is a great way to provide the employee with needed information, contacts, rules, customs, hot buttons -- anything he/she might need to be quickly integrated....

Here's a checklist of "stuff" I go through when I'm helping an organization think about New Employee Orientation...... [ This list isn't pretty. I've attached an MSN Word document in outline format...] This works well to help organizations think out and talk out their strategy to get new hires onboard as quickly and painlessly as possible.

XYZ Corp. New Employee Orientation Brainstorming Framework

About this orientation framework…

Description

Search tool for searching the NEOP site

XYZ Corp. – The Organization

Current Organization Structure

Key players; Pres/VPs

The XYZ CORP. Mission

Why are we here?

What are we trying to accomplish as an organization?

Canada's premier…

World leader

Relentless pursuit of knowledge

Etc.

How will we know when we're successful

What's our “style”… competitive? Collaborative?, etc.

What is XYZ CORP. legally? Corporation?

Current organization roadmap

Multimedia tour???

Org Chart – with pictures?

Who's who…

Our History

Evolution of the organization

Started as… in…

Now is… in 2005

Will be… our org objectives

Our BIG accomplishments-What we're proud of

Our Reputation

XYZ Corp. – The Employer

Our beliefs and core values

Employer of choice…

Employment Equity

Harassment

Team work

Balanced life

Work / family

Personal career fitness

Lifelong learning

Dress code

How we plan

Planning processes; budgeting, etc.

Employee Development and Training

In house

Outside training

Conferences and seminars

Working Conditions

Hours of work

Overtime

Day care facilities

Fitness facilities

Pay and benefits

Collective agreements (if any)

My Pay

Base pay

pay periods

Overtime

Group benefits

Life Insurance

Disability

Health& Dental Care

Etc.

Time off

Vacation

Statutory Holidays

Leave of absence

Maternity Leave

Jury duty

Funeral

Illness

With pay / without pay

Our tools

Admin Systems we use

Financial systems

Etc.

Software we use

MS Office Suite

E-mail – Outlook / Exchange

Getting training on MS programs

YOU – The XYZ Corp. Employee / Contractor

Your job – What's expected

Performance Management

Personal tools and equipment

Software supported by XYZ CORP.

Eg. Outlook, Office suite

Use of contractors to do work

Keeping up professionally

Leading edge / Continuing education

X hours / year as a minimum??

Professional memberships

Leadership role expected??

Ie. in front of the audience, not in it…

Professional Associations

XYZ CORP. Library / Virtual Library

Code of conduct

Harassment

Equal employment / Discrimination

Conflict of interest

Business interests

Entertainment

Meals

Gifts

Giving gifts / Accepting gifts, awards

Software – Piracy

Use of XYZ CORP. assets

Internet; Telephone; Etc.

You and the community

Other employees / coworkers

What community?

Things like United Way, volunteerism, etc.

Passive / active???

You and the media

What can you say? To who?

Resources for you

Moving / relocation assistance services

About Ottawa; other locations

Newsletters / corporate publications

My HR Contact

My “buddy”…

Organization chart

Phone directory

Central Services available

Finding an expert – XYZ CORP.'s Expertise Database

How do I… ??

Get equipment, supplies

Grand & Toy links??

What am I allowed to have to do my job

Computer equipment; palmtop, etc.

Computer software

Personal organizer

Organize a meeting

Booking a room

Using outside facilities

Presentation equipment

Travel

Approvals

Travel arrangements

Expenses

What's covered? What's not?

What's ok? What's frowned upon…

Entertainment

Reimbursement

Spending XYZ CORP. money

The Budget process

Putting stuff on the web

Can I put stuff on the web?

What can I put on the web?

Approvals???

How to put stuff on the web…

Contacts

Publishing Standards

accessiblity

Getting stuff for my office

Grand & Toy supplier contract

Office supplies

Telecom

SEARCH TOOL

Entire Orientation web

All of XYZ Corp.

The whole internet

Hi Sonali,

Great! You have received good inputs from the members of the group, and your final plan is also commendable. Along similar lines, I would like to share what we do in my organization as part of the INDUCTION process for new joiners.

The Induction Programme is divided into 3 days, covering the following:

1. Ice Breaking Session by the MD: He gives a brief overview of the company, including its history, vision, current status, and future goals.

2. Various sessions by other Directors briefing the new joiners about their respective departments, such as sessions by the Director of Sales, Director of Development, and Director of Technology.

3. Sessions by respective HODs, including the Finance Head, System Administration Head, HR Head, and others. These individuals provide insights into the workings of their departments, introduce their teams, and outline the job profiles of each team member. This clarity helps new joiners know whom to contact for specific concerns or queries.

HR also provides an overview of the company's policies and sets expectations for the new joiners as they become part of the organization.

We ensure the attendance of all new joiners by sending them the Induction Schedule and tracking their attendance. On the final day of the Induction, a feedback form is distributed to all participants (new joiners) to gather their views on the program, any additional input they may have, etc. A concise feedback form can be prepared for this purpose.

Hope this information is helpful. If possible, please share your presentation.

Cheers!!!

Kavita

Hi Sonali!

Here’s the info on the treasure hunt you asked. I guess It’s coming a bit late as I was away for a couple of days. In the meanwhile , it looks like you’ve got oodles of help from other members.

Thelma from Philippines asked for info about the treasure hunt too.

Thelma, if you are reading this ..hope it helps

The important thing about an induction is to make the inductees WANT TO LEARN about their organization. ( Note the emphasis on ‘want’ ) Normal inductions are Ho Hum affairs with the HODs talking about their departments & the inductees dozing.

Shoonya has sent a PDF about a treasure hunt though I cant open it. ( I cant open any of the PPts sent by other members either. Help anyone?)

Any way here are my steps on a Treasure Hunt:

· Divide the inductees into groups of 3,4, or 5. ( the lesser the better as everyone will participate)

· Design some creative clues/ questions about each dept. these may be written clues, object clues, audio clues or video clues. ( eg : play the song, ‘country roads take me home’.. by John Denver

· Once the a team cracks the clue, they go to the respective dept & the dept briefs them about the activities of the dept. Then they get the next clue which they crack & go to the next dept.

· And so on till they cover all depts..

· Have kiosks/ counters for each dept & 1-2 people manning these. They should be equipped with info/ material about their dept.



Ideas of clues:

· A picture of parliament house= admin dept.

· A keyboard or a mouse = IT / technical dept.

· A pouch containing some vegetables (potato, onion) = catering.

· A set of letters from Scrabble which when placed correctly spells the name of a dept.

· The registration number of a vehicle belonging to an employee of a particular dept.

· Teams can also be required to pass thru an obstacle/ do some work ( eg: give them lots of balloons to blow & carry to the dept. Or make paper planes , find a clue hidden in a matchbox buried in a mound of sand, tell a dialogue from a movie. Etc, etc .)

To make it more interesting :

· Give them team names or let them chose names. Give them Company tee shirts/ caps & colored arm bands to differentiate between teams.

· Have points system . The Team that cracks the clue & reaches the dept in quickest time gets max points. Eg: within 5 mins = 20points, 6-10 mins = 15 points. 11-15 mins = 5 points & Over 15 mins = no points.

· Award a prize for the wining team ( dinner with the CEO, some cool stuff or CASH )

Last but not the least – MAKE A VIDEO OF THE ENTIRE EVENT for keepsake & use in next induction.

Hope these ideas help.

Once you start thinking , the ideas will flow. If they don’t use ME to organize & conduct it for you.

By the way, one of my first Treasure hunt inductions was for a call center. Most recent was for an airline.

All the best.



Amruth

[Login to view]

www.greatscope.com

98860-36125

Hi,

That was quite an exhaustive list of elements (put up by Eric) to be considered for any Induction/Orientation program.

I guess there is hardly any element left out. Anyone can now simply take up the list, pick out the elements which are relevant to their particular case, deliberate on the remaining list before discarding it.

And the suggestion of using the Intranet is also quite a valuable one. I think the Intranet is a very powerful organizational tool. It is one of the first steps towards corporate digitization, which will speed up a lot of processes.

In the case of Induction/Orientation/Online-Training, it becomes quite an inexpensive one-time-cost resource that can be used anytime, any number of times.

Hey Soumya, I guess you have already received a lot of material for the induction/orientation program. Do let us know what is the final output/format/elements you are using.

The Treasure Hunt Inputs from Amruth are also pretty valuable.

Hey Amruth, send in your mail id to me. I will mail you the files uploaded in this forum topic.

...shoOOonya...

email: shoOOonya@gmail.com

Hi Sonali,

Nice ideas came from everyone. Now I feel that I'm not too late to share some views on what an employee expects. The employee is very eager to know their colleagues more than others. After your brief induction on the company policies, rules, and regulations, if every department/project head will take five minutes in the induction to introduce them and make them involved in that session. This helps to get a clear picture of their concerned department or project. The department head can discuss about the projects they handle, how they aim to complete the task, etc., can be discussed. One thing to remember is that it should not take more than 10 minutes of time. It would be fun if the induction is informal in nature. Hope this suggestion would be nice to implement.

Thanks and Regards,
Sridhar

Hello Sonali,

Lots of details inputs from various sources formal or informal. The chief executive's internal grievances policies should be handled by the board of directors or principal employers (legal and value contributors and involved mostly in Indian companies do not follow this practice up to an extent) depending upon the case. Normally, in the Indian scenario, if part of the corporate world tries to balance off equations by showing a very respectful, healthy, and visible position for you and is managed by it if not internally but in a hard way.

For example, take the case of Mr. Phaneesh Murthy, CEO of iGate Solutions harassment case.

Regards, Umalme

Hey guys,

Thanks a lot for the overwhelming response. I am about to complete my induction PowerPoint presentation in a few days and will upload it for all members. Meanwhile, keep the inputs coming in. :D

Hi Sonali:

If you want to go by a structured overview I have a suggestion-

1 Welcome

2 History of the company – Vision, Mission, Values, Culture

3 Brief Introduction of the organization

4 Business / Function Areas

5 Meeting with the Leadership team

6 HUman Resource Overview(team structure + Responsibilities)

7 HR Policies & Procedures

8 Administration Procedures

9 Finance Procedures and team structure.

Generally this program can be divided in 2 days, the welcome section will include the HR formalities of filling forms (incase induction happens on the day of joining)

Point 5 can happen as an informal Chit chat session/lunch meeting just to make the employee know the individuals.

Normally you will realise that employee are more interested in Policies like - Leave, CLA, T&D. They are also looking for career growth and opportunities in store for them.

Section 8&9 would be applicable only incase the company has a structured Admin and Finance team.

Hope this can help you develope a formal program.

I would suggest starting with a brief introduction to the session, followed by providing the first five snacks. Allow time for informal conversation and a small quiz, and then have a short lecture from an HR leader. For the remainder of the session, distribute handouts, etc.

Hello Sridharan,

I am doing my M.B.A with HR as my specialization. Could you please help me by sharing your knowledge since you are very experienced? I am doing a research study on "EMPLOYEE ATTRITION IN INDIA". Could you suggest some books, websites, or presentations on this topic? It would be of great help. I hope you can provide a solution. I am eagerly waiting for your reply.

Thank you,
Ayesha.

INDUCTION

Here are some useful tips.

INDUCTION

The induction should be simple to understand but must be complete to create satisfaction in the minds of the new employee.

This induction should cover three specified areas:

- Corporate culture
- Policies and procedures
- Safety, benefits, rights, and responsibilities.

ORGANIZATION

- History
- Mission
- Vision
- Organizational Philosophy
- Organizational objectives
- Organizational structures
- Industry
- Products and services
- Customers
- Employee's department
- Facilities

COMPENSATION

- Pay schedule
- Payroll deductions
- Worker's compensation (if any)

BENEFITS

- Medical (if any)
- Life insurance
- Pension
- Credit union (if any)
- Employee purchase (if any)
- Service rewards

ATTENDANCE

- Work hours
- Rules on lateness, sickness, absence

LEAVE AND HOLIDAYS

- Holidays
- Leave policy

HEALTH AND SAFETY

- Safety guidelines
- First aid
- Emergency procedure

SECURITY

- Security procedures
- Restricted areas
- Confidentiality

COMMUNICATION

- Company newsletter
- Bulletin board
- Employee handbook
- Emails

TRANSPORTATION

- Company bus (if any)
- Parking
- Travel policies
- Travel expenses

PERSONAL

- Rest breaks
- Meal breaks
- Smoking policy
- Canteen locations

PERFORMANCE/RESPONSIBILITIES

- Expectation from the employees
- Ethical standards
- Conflict of interest
- Probationary period
- Dress code
- Performance reviews
- Suggestion box
- Equal opportunity
- Sexual harassment
- Etc.

Regards,

LEO LINGHAM

INDUCTION

Here are some useful tips.

INDUCTION

The induction should be simple to understand but must be complete to create satisfaction in the minds of the new employee.

This induction should cover three specified areas:

- Corporate culture
- Policies and procedures
- Safety, benefits, rights, and responsibilities.

ORGANIZATION

- History
- Mission
- Vision
- Organizational Philosophy
- Organizational objectives
- Organizational structures
- Industry
- Products and services
- Customers
- Employees' department
- Facilities

COMPENSATION

- Pay schedule
- Payroll deductions
- Worker's compensation (if any)

BENEFITS

- Medical (if any)
- Life insurance
- Pension
- Credit union (if any)
- Employee purchase (if any)
- Service rewards

ATTENDANCE

- Work hours
- Rules on lateness, sickness, absence

LEAVE AND HOLIDAYS

- Holidays
- Leave policy

HEALTH AND SAFETY

- Safety guidelines
- First aid
- Emergency procedure

SECURITY

- Security procedures
- Restricted areas
- Confidentiality

COMMUNICATION

- Company newsletter
- Bulletin board
- Employee handbook
- Emails

TRANSPORTATION

- Company bus (if any)
- Parking
- Travel policies
- Travel expenses

PERSONAL

- Rest breaks
- Meal breaks
- Smoking policy
- Canteen locations

PERFORMANCE/ RESPONSIBILITIES

- Expectation from the employees
- Ethical standards
- Conflict of interest
- Probationary period
- Dress code
- Performance reviews
- Suggestion box
- Equal opportunity
- Sexual harassment, etc.

IS THIS WHAT YOU WANT?

Regards,

LEO LINGHAM

LEO LINGHAM

Hi all,

I am uploading my PowerPoint presentation for reference. Suggestions and comments are welcome. We plan to have a brief one-on-one session with all HODs post the presentation.

Hi all,

I'm currently pursuing my MBA at TAPMI. As part of my summer project, I need to structure a welcome letter to new employees and also an annexure that will include relevant information for outstation as well as other employees. For example:

- About the city
- Weather
- Guesthouse facility
- Food
- Relocation entitlement
- City map
- Brokers
- Facilities at the office such as doctor on call, canteen, transport facilities, parking facilities, etc.
- Working hours
- Dress code
- Strength of employees at the local office & other offices

I would appreciate suggestions on other relevant information to include in this annexure. Any additional recommendations regarding the welcome letter and annexure are welcome.

Looking forward to replies.

Thanks in advance.

Kala

Hello everyone,

I'm a PR professional from Chile (South America), and all these posts have been very useful for me as I'm designing the new induction process for the company that I work for. If there is anything I can do for you related to Corporate Affairs and CSR, please let me know.

Best regards, Enrique Damm.

Hi Kala,

Office layout is a must and will be of great help for new employees. Important contact numbers such as HR/Admin Managers, Security Managers, and board numbers for current and other offices might be useful for new joiners. You can also include information about the nearest Police Station, Hospital/s, Income Tax office, Bank/s, Chemist/s, Market, Airport, Interstate Bus Terminal, Metro, and Railway Station, etc.

Regards,
Sourabh

Dear Soniya,

Please send me the PowerPoint slides for Joining Formalities, Induction Formalities, and Exit Formalities if possible. Please, send it. 😳 😛

Regards,
Shilvant

Hi all,

Thank you for your valuable suggestions. I work for a software company, and here is how we operate:
- About the company: Managed by the Managing Director (M.D)
- General Policies: Managed by the HR department
- Technical Discussions: Led by the Technical Head

Is this the right approach, or do you have any suggestions regarding the same?

Thanks,
Nupur

Hi,

I wonder if you can help me. I am assigned to plan and design the induction program for the company I'm working for. I would like to know if there is anything that you can provide me regarding this.

Thank you.

Hi Sonali,

You can start with a corporate movie if your company has one. Then, you can have a brief write-up of the activities of departments such as Production, Engineering, HR, Purchase, Quality Control, Quality Assurance, etc., allocating 30 minutes to one hour for each department where the new employee will be taken around. I am attaching a format for your reference, which we follow at our company. Hope this will be useful to you.

Hey Amruth,

Can you give us some ideas on how to go about the treasure hunt? It's exactly what I want to do, but I need a clear-cut plan. What kind of clues to give, and what kind of learning does one get from it? Please do let me know. Thanks!

Amrita

Hi Sonali,

You can check this one out in respect to a treasure hunt. Divide the new joiners into teams and then give them hints that will lead them from one department to the other. They will become familiar with key areas in the organization, meet key people, and thus gain a better understanding of the people and processes. This activity will not only be fun but will also create a sense of team bonding and facilitate learning at the same time.

Please reply if you find this idea beneficial.

Regards,
Aranyak

Hi Sonali,

A couple of things I would suggest are dividing the induction into two parts. In the first part, you may include general information about the company, vision, mission, and the general policies as suggested by most of us. The second aspect could involve dividing the group into their respective departments (e.g., if someone is hired for accounting or admin) and then informing them about these departments and their roles.

During my short career and knowing people, I have noticed that individuals join an organization without a clear understanding of what they will be doing. Therefore, it is essential to communicate what is expected of them. Share the company's plans for them and highlight the growth stories of some employees who started at junior levels or lower salaries but have now progressed in their roles and responsibilities. It feels great to know about the people around you.

I hope this makes sense.

Thanks,
Amit

Hi Sonali,

A couple of things I would suggest are to divide the induction into two parts. In the first part, you may include general information about the company, vision, mission, and the general policies as suggested by most of us. The second aspect could involve dividing the group into their respective departments (e.g., if someone is hired for accounting or admin) and then informing them about these departments and their roles.

During my short career and interactions with people, I have noticed that individuals join an organization but are often unaware of what exactly they will be doing. It is crucial to let them know what is expected of them. Share information about the company's plans for them, especially for employees who started at junior levels or lower salaries and their progression in roles and responsibilities. It is fulfilling to know about the people around you.

I hope this makes sense.

Thanks,
Amit

Hi Amruth,

I share the same thought regarding innovative and interesting induction programs. I have had enough of humdrum induction programs and would like to create a program that actively involves people rather than being a wearisome session. I need this ASAP and would greatly appreciate your quick response on the matter. If you can share a sample format, that would be fantastic! 😊

Hope to hear back soon!

Thanks & Regards,
Bhawna Kumar
sachdeva.bhawna@gmail.com

Hi, I am doing a summer project on an "induction presentation". For that, I need to prepare a "feedback questionnaire about the PowerPoint presentation".