New to Creating an Induction Training Manual? Seeking Advice on Where to Start!

Hi all,

I am Priyanka. I am working as a Trainer in an IT company. I have to design an Induction Training Manual for the company. I have already circulated a questionnaire to the employees to identify their training needs (soft skills + technical). Please help me in how to go about writing the manual and topics to be included in the training manual. I am a fresher in this field. Any help will be appreciated.

Cheers,
Priya

Hi Priya,

I had typed a few paragraphs, network went down here and it's lost.

Induction means making the new recruit familiar with the company culture, rules, protocols, benefits available to him, etc. In simple terms, you have to give him/her an insight into the following:

Company history

Promoters profile

Awards and recognition won

Security systems and protocols

Personnel issues like: Documents that need to be submitted in case he hasn't completed the joining formalities.

General rules applicable with relation to attendance - late coming, wearing ID cards, behavior and attitude expected

Leave and compensatory offs

Compensation, benefits, incentives, overtime, etc.

Services offered by the company

Promotion opportunities and learning

Depending on the industry and the level of the new recruit, you can extend the induction from a few hours to a week or even more, as in the case of global automotive giants like FORD, etc.

The idea is that he/she should not claim ignorance of the basic aspects that he should know about the company, especially in the case of service industries, the kind of behavior and attitude that he should always conform to whatever happens.

I know you may have some classified information among the details I asked you to pass on, but I can help you only if I know more than 'it is an ERP Provider,' as for any training to be effective, you have to customize or make it tailor-made.

Please get back to me if you need anything else.

Best Regards,

Jeevan.

Hello Again Priya,

There is something that you should note: Induction is something that every employee should undergo, as it is an acclimatization process. Regarding Soft Skills and technical training, it should be given only after a thorough GAP Analysis, including questionnaires, customer feedback, quality or performance appraisal findings, accident frequency, etc.

Basic Soft Skills training includes:

- Communication (verbal and nonverbal)
- Assertiveness
- Effective Listening (especially for healthcare service industries and ITES voice support)
- Time Management
- Conflict Management/Firefighting or whatever you call it!
- Positive Attitude and Emotional Intelligence
- Team building and IPR

And once you provide all of this, wrap up with stress management because you can bet they will need it.

Please don't forget the analysis of the effectiveness of feedback from the participants. If it doesn't reflect in performance post-training, it's all a waste, and management will shoot the concerned person... haha! 😂

Regards,

Jeevan.

Hey Priya,

I am an HR student and not into IT, but I have learned a method to find out the training needs basically by rating the employees on different aspects, which the company should decide the employees require to be more productive in the field. The division heads should rate each and every employee of the respective divisions, and the employees who have scored low on certain aspects require training in that particular area.

Hope you got it!! Best of luck!!!

Cheers,
Ashra

Hello, Priya.

Preparing an induction training module should be taken as a challenge by an HR executive. It is this particular sub-system of HR that introduces the company to the individual. It should be well-planned, designed, properly delivered, and upgraded to suit the changing needs of the dynamic world. I guess Jeevanth has covered all the contents of the training module, but I would like to categorize them again into:

1. Introduction About the Company: (This would include the company's vision, mission, historical background, organizational structure, company's policies, i.e., a broad framework labeling all the details of the company). If possible, this part of the module should be conducted by the CEO or top executives of the company.

2. Employment Details: Probationary period, career paths, performance appraisal, training calendar, safety measures, employee handbook.

3. Introduction to People: Supervisor, peers, co-workers, counselor.

4. Introduction to Job Duties: Overview of the job, job description including responsibilities & duties, relationship with other jobs.

I hope this will help you further.

Thanks,

Prof. Shikha Sahai

Hello everybody,

Why do you think that we need to give private emails and then let the discussion go on? The objective of Cite HR discussion forum is to connect and network people worldwide so that everybody benefits. Please give it a thought.

Thanks,
Prof. Shikha Sahai

Dear Prof Sahai,

You are absolutely right when you opine that it is a common platform intended to SHARE KNOWLEDGE, but we have to remember that we HR professionals have a responsibility to keep confidentiality of the classified information that we have access to! I hope you have heard that you need to disclose everything to a lawyer and your doctor so that accurate diagnosis and cure happens. If a person does like that here publicly, confidentiality and even their job will be at stake! :oops:

I hope you understand there is a difference between discussing things like a case study in a classroom and doing firefighting in the industry. Don't you agree with me?

Good day, cya :)

Best regards,
Jeevan

Dear Jeevan,

I am sorry to say that I don't agree with you on confidentiality. Does sharing information in an induction program make the information public? Because the members of the induction program are all employees of the organization and not outsiders (the so-called public). In fact, in the present world, hoarding information will only lead to distrust among employees. I strongly believe that a transparent work culture leads to long-term growth and sustainability of the organization. I strongly condemn those who believe that theory and practice are different. Proponents of these statements should just try and examine the HR practices of top-notch companies like Infosys, Wipro. And those who believe that transparency is not important should introspect and ask themselves whether they believe in HR philosophies. Because the basic philosophy of HR is to believe in your people.

Give it a thought.

Prof. Shikha Sahai

Hi Jeevan & Prof. shikha sahai

Being a GR Diploma student, I recently concluded the lesson on “induction”. According to what I grasped, induction is to familiarize the new recruit into the organization and letting these new recruits in on company's vision, mission, historical background, organizational structure, companies policies ie; a broad framework labeling all the details of the company is a high necessity for the employee to get to know the organization.

And even if you consider that some employees might not last long and details of the company might be disclosed to the public, these particular details are not “confidential” because they appear in company profiles, statements, company publications etc.

At induction programs according to my knowledge the company debts, suppliers etc are not disclosed so the confidentiality is not of question.

Induction is to paint a good picture of the company to the new recruits to make them feel comfortable and make them feel they want to grow in that organization.

Your comments on this are more than welcome.

Cheers,

Ashra

hey

Thanks Jeevan, Prof. shikha, ashra, Ravi for all the help.....

Thanks a ton....

I will definitely keep in touch....

Tk care....

Being a GR Diploma student, I recently concluded the lesson on “induction”. According to what I grasped, induction is to familiarize the new recruit into the organization and letting these new recruits in on company's vision, mission, historical background, organizational structure, companies policies ie; a broad framework labeling all the details of the company is a high necessity for the employee to get to know the organization.

And even if you consider that some employees might not last long and details of the company might be disclosed to the public, these particular details are not “confidential” because they appear in company profiles, statements, company publications etc.

At induction programs according to my knowledge the company debts, suppliers etc are not disclosed so the confidentiality is not of question.

Induction is to paint a good picture of the company to the new recruits to make them feel comfortable and make them feel they want to grow in that organization.

Your comments on this are more than welcome.

Cheers,

Ashra

[/quote]

Hi Priyanka,

I am Dinesh, working in HR. If you could help me with some questionnaire in Training & Development, it would be great help from you or any manuals on T&D.

Regards,
Dinesh Shankar
HR

Hello Prof Sahai and Asra!!!

This is a classical case of communication going over the fence!

I was referring to CONFIDENTIALITY in a different context; I never meant that you should not share information with your own employees. I was only mentioning about posting confidential information about one's own company in a public forum on the www!

I hope you make out some difference - sharing it with your employees in a training room and posting it in public.

To make it more clear, I was only referring to Prof Sahai's remark that everything should be shared on this web and not ask for the query poster's private email id.

Hope I am clear!!!

Look where things go when you don't take things in their real meaning!!!

And now Prof Sahai and Asra, I have no problem if you don't agree with my views... I am only giving you some food for thought - not interested in arguments. The ability to maintain confidentiality regarding information passed to you is one special attribute employers look for in an Executive position in HRD/T&D because it reflects your attitude. That's what I have learned from the industry, be it Automotive major - FORD or hospitality Giant - ROTANA (Middle East) or Health Care Service Industry. Sometimes it's so strict that you are not even expected to share the information with your own teammate in the same HR Dept.

In Academics, it's just the opposite, I do agree!

:) Best regards

Jeevan

Hi Dinesh,

I can help you if you are more specific. T&D is an ocean. Which area in it do you require assistance, and what industry are you in?

Best regards, Jeevan

Hi Priya,

You can start with:
1. The company profile and advantages of being an employee of the company.
2. Grade structure / hierarchy.
3. Promotion policy / growth in the organization -- performance appraisal.
4. Leave policy.
5. Salary structure.
6. Benefits like medical insurance / LTA / lunch allowance.
7. Transport and other details related to facilities.
8. Dress code.
9. Leave policy.

You can even explore more depending on your company's policies and procedures.

Thanks & Regards,
Sara Kathi

I agree with Prof. Shikha Sahai that whatever is posted in CiteHR by its members has to be in open discussion - this is CiteHR's reason for being! At the same time, obviously what is meant to be genuinely confidential and not to be shared by any person outside the organization concerned should not be posted. As of now, I do not think that anything has been posted in CiteHR (during the time that I have been a member) has been something that should not have been disclosed to outsiders. I think all members understand the above.

Jeroo

Hi Priya,

Though I do not have experience in the IT sector, I would like to explain in my way. Being in an IT company, I feel what should be included in Induction Training is:

a) Information about the company, its history, services, Company Policies and Procedures, Values, and Organizational Structure.

b) Depending on the position, employees should be informed about the kind of clients your company caters to, the software used, programming languages utilized (e.g., C++, VB, VC++, SQL, etc.), which can be explained by a technical person.

c) Employees should also be informed about how their career path aligns with the company based on the above information.

d) If new employees have direct interaction with clients, they should be informed about communication channels and modes.

I believe this information, apart from the initial training, which will mostly be on the job, is sufficient.

Regards,
Suresh Deshpande

Hi Priya,

Please let me know the strength of your organization and the total number of departments. This information will help me assist you accordingly, as I have already created an induction manual for an IT company.

Regards,
Nimesh

Hello Jeevan,

While going through my emails, I came across this email. With a request, I would like to ask if you could please help me out in designing an employee satisfaction survey. I need one for about 30 employees in an IT setting. Please assist me, and if possible, kindly send an attachment.

Thanks,
Shweta

Hello Jeevan,

I am doing a project. I would like to know if there is any specific induction training schedule that needs to be created and if there is a particular format that should be followed.

Regards,
Divya

Hi,

I am doing my project on the induction manual for a company. Can you suggest any questionnaire for the induction manual? Do you think that the induction manual helps the company in reducing their cycle time during the training period? If so, how? Please help me with my project.

Regards,
Sruthikumar
My email: sruthijan1987@yahoo.co.in

Hi, I am Sruthi and I am working on a project related to induction. Can you help me out if you have any notes or ideas about induction? Please, please.

Thank you.

Hi Priya, I am Naveena. More or less, we are traveling the same path. I am a training coordinator for marketing professionals in the pharmaceutical industry. I too have been assigned to prepare an induction training program for new employees. Can you guide me, please?

Regards, Naveena