Designing a New Induction Programme: How Would You Approach It?

Hi,

I want to design a new Induction Programme for my organization. Can you guys please help me with this?

With regards,
Radha

Dear Radha,

A few months ago, I designed an induction program for my organization, considering three important parameters:

1. Time the organization can afford for the program.
2. Methodology to be used for the program.
3. Contents of the program.

Please also consider another important aspect: for whom you are designing the program. Whether it is for new entrants or experienced individuals, managerial employees or non-managerial employees.

If you have any specific questions, please feel free to ask!

Thank you,
Subir Chatterjee
94340 37570

Dear Radha,

You may take into consideration the following points while you design an induction program:

1. As far as possible, make the group homogeneous.
2. Give a brief on the company history, profile, who is who in the company, Director Board.
3. Vision, Mission, future plan of the company.
4. What is each participant's role in the company.
5. Reporting structure, Career path, dos and don'ts.
6. Office etiquette, dress code, etc.
7. Staff welfare measures.
8. Appraisal systems prevailing in the company.
9. Grievance handling systems, etc.

Also, you may include brief sessions (10 min) with the MD and other top people in the company. Develop some slides to make the program interesting. If possible, conduct some soft skills sessions along with. You can end the session with a pleasure trip to a nearby place of interest.

For clarifications, please feel free to contact me at pkshiby@gmail.com.

Thanks & Regards,
Shiby

Hi Radha,

If you could be more specific as to the type of industry and the employees to be given the induction programme, we would be in a better position to assist. For every industry type, organization, department, and employee level, the induction program has to be designed differently. It is not advisable to have the same program for a new entrant in field sales and a new entrant in the accounts department. Similarly, the induction program in a manufacturing industry would be different from that in the service industry.

Please provide more details about the type of organization, the number of employees to be inducted, their respective departments, etc.

Thank you.

Yes, I do agree with you, Mr. Ajmal. As far as the industry is concerned, we are a liquor manufacturing company. Right now, we are recruiting employees at the middle level in different departments as we are setting up our operations. Most of them have a minimum of 10 years of experience.

So, please guide me accordingly.

Thanks & Regards,

Radha

Hi Radha,

Middle managers are much clearer about their accountability role in raising and maintaining standards, so I believe that they should be provided with the tools and support to do that via this program.

The aim of the program should be to provide stimulating and challenging professional development specifically tailored to their key responsibility areas [KRAs].

Certain standards, as mentioned by Shiby, for training in company policies and procedures, are essential for any new employee joining the company.

1. Give him the employee handbook and ask the trainer to give a small session on the important issues. Ask the CEO/Chairman to give a motivational speech.

2. If the manager is from the Liquor Manufacturing Industry, after a brief session on the topics as mentioned by Shiby, let them work for at least 2 days in each department. This would give him an idea of how the company is working and also help him become friends with other members/employees.

3. Let him give a presentation to all the departmental heads, CEO, or trainer when he finishes his induction with a brief about each department and how it works. This would give him further motivation to learn the practices adopted and implemented by the company in various departments.

4. And in case the manager is not from the liquor industry, let him work for at least 1 week in each department. Let him get a feel of what the company is, how the industry works, etc., only then put him on the job. Do take a good evaluation test before he can be put on the job. It will be worth the time and effort for him to understand the company and industry, and he would be able to work with better efficiency.

5. In case he is for the Sales/Marketing department, give him training in various types of liquor as well. Plus, let him work for some time in logistics as well as the legal department, as it would be essential for him to learn the legalities involved in the movement of liquor, so that he knows the delivery time taken and the documents required by the authorities for the same.

The most essential would be to evaluate the results of the induction program... here the presentations by the new employees would play a major role.

Dear Radha,

For the induction programme, there are a few things you should always keep in mind:
1. New recruit profile
2. Whether to conduct the induction at the office premises or outside (outside is always a better option)
3. If new recruits are not from the same industry, decide where to send them.

The things to be included in the induction programme are:
1. Company's vision, mission, values
2. Industry overview
3. Company's business areas
4. Various departments and their roles
5. Key management personnel
6. Brief about past and current performance, etc.

I hope this information will suffice.