How Do You Measure the Success of Your HR Induction Process? Seeking Insights!

Dear Friends,

Induction is one of the most important functions of HR in the organization. I wanted to know whether we have a special method of measuring the effectiveness of induction. If not, how do we measure it?

Regards,
Rohan Kelkar.

Hi Rohan,

I agree with you that induction processes are one of the important functions of HR. Typically, what we do is interview the new incumbent at the 1-month, 3-month, and 6-month periods to determine what went well, what added value, what needs to be modified, etc. This is part of our improvement/quality process and how we gauge our effectiveness. We contact the immediate boss to ascertain their perspective as they are also our client.

Where the incumbent has not met the job requirements of the probationary period, we conduct extensive exit interviews to determine what specifically would/might have made a difference with respect to our internal processes. We find this keeps us current with the issues and ensures that we continually evaluate and evolve our processes.

Hope these thoughts may kindle some applicable ideas for you.

Regards,
JEV

We have developed a 15-minute quiz based on the various policies, procedures, ethics, etc., we expect an employee to cover during his induction. We also have a checklist of the various things an employee has to accumulate during his induction, e.g., punch card, KRA, reporting structure, policies, ISO knowledge, etc. An employee has to hand over the checklist at the end of a month of his joining. At the same time, he also undertakes the quiz, and the score is immediately available to him.

Hi Nirmala,

What you have mentioned is immediate effectiveness. Can you suggest some other means for measuring post-effectiveness (maybe after a period of 6-8 months)?