Dear all,
Induction Training is absolutely vital for new starters.
Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role.
Induction training is more than skills training. It's about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; what's the routine for holidays, sickness; where's the canteen; what's the dress code; where the toilets are.
New employees also need to understand the organisation's mission, goals, values and philosophy; personnel practices, health and safety rules, and of course the job they're required to do, with clear methods, timescales and expectations.
Proper induction training is increasingly a legal requirement. Employers have a formal duty to provide new employees with all relevant information and training relating to health and safety particularly.
As a manager for new employees it's your responsibility to ensure that induction training is properly planned.
As with other types of training, the learning can and development can be achieved through very many different methods - use as many as you need to and which suit the individuals and the group,
Here are some examples of training methods which can be used to augment the basics normally covered in classroom format:
• on the job coaching
• mentoring
• delegated tasks and projects
• reading assignments
• presentation assignments
• attending internal briefings and presentations, eg 'lunch and learn' format
• special responsibilities which require obtaining new skills or knowledge or exposure
• video
• internet and e-learning
• customer and supplier visits
• attachment to project or other teams
• job-swap
• shadowing (shadowing another employee to see how they do it and what's involved).
Induction training must include the following elements:
• General training relating to the organisation, including values and philosophy as well as structure and history, etc.
• Mandatory training relating to health and safety and other essential or legal areas.
• Job training relating to the role that the new starter will be performing.
• Training evaluation, entailing confirmation of understanding, and feedback about the quality and response to the training.
And while not strictly part of the induction training stage, it's also helpful to refer to and discuss personal strengths and personal development wishes and aspirations, so that people see they are valued as individuals with their own unique potential, rather than just being a name and a function.
I am attaching some Induction Training Checklists for your use.
My best regards
Dr. Al Husseini
Amman
Jordan
Induction Training is absolutely vital for new starters.
Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role.
Induction training is more than skills training. It's about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; what's the routine for holidays, sickness; where's the canteen; what's the dress code; where the toilets are.
New employees also need to understand the organisation's mission, goals, values and philosophy; personnel practices, health and safety rules, and of course the job they're required to do, with clear methods, timescales and expectations.
Proper induction training is increasingly a legal requirement. Employers have a formal duty to provide new employees with all relevant information and training relating to health and safety particularly.
As a manager for new employees it's your responsibility to ensure that induction training is properly planned.
As with other types of training, the learning can and development can be achieved through very many different methods - use as many as you need to and which suit the individuals and the group,
Here are some examples of training methods which can be used to augment the basics normally covered in classroom format:
• on the job coaching
• mentoring
• delegated tasks and projects
• reading assignments
• presentation assignments
• attending internal briefings and presentations, eg 'lunch and learn' format
• special responsibilities which require obtaining new skills or knowledge or exposure
• video
• internet and e-learning
• customer and supplier visits
• attachment to project or other teams
• job-swap
• shadowing (shadowing another employee to see how they do it and what's involved).
Induction training must include the following elements:
• General training relating to the organisation, including values and philosophy as well as structure and history, etc.
• Mandatory training relating to health and safety and other essential or legal areas.
• Job training relating to the role that the new starter will be performing.
• Training evaluation, entailing confirmation of understanding, and feedback about the quality and response to the training.
And while not strictly part of the induction training stage, it's also helpful to refer to and discuss personal strengths and personal development wishes and aspirations, so that people see they are valued as individuals with their own unique potential, rather than just being a name and a function.
I am attaching some Induction Training Checklists for your use.
My best regards
Dr. Al Husseini
Amman
Jordan
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