Dear seniors,
I am working with a company where they have a 7-day induction program, but they want to improve it. What can be done to add a 'wow' factor to it?
The current program includes:
1. Company Orientation
2. Leaders' Interaction by various divisional Heads
3. Outward Bound Training (OBT)
4. Buddy Program
5. Industrial Visit
6. Lectures by Leaders
Thanks for your inputs.
Regards,
Alicia
From India, New Delhi
Acknowledge(0)
Amend(0)
I am working with a company where they have a 7-day induction program, but they want to improve it. What can be done to add a 'wow' factor to it?
The current program includes:
1. Company Orientation
2. Leaders' Interaction by various divisional Heads
3. Outward Bound Training (OBT)
4. Buddy Program
5. Industrial Visit
6. Lectures by Leaders
Thanks for your inputs.
Regards,
Alicia
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Alicia,
I suggest that you implement a feedback form. Once your employee completes their induction, you can send them the feedback form. This will show you the rating of the induction program organized, as well as provide feedback to improve it.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
399I suggest that you implement a feedback form. Once your employee completes their induction, you can send them the feedback form. This will show you the rating of the induction program organized, as well as provide feedback to improve it.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
A seven-day induction program is a double-edged sword as it can be very effective if well-structured and if those conducting the sessions are personally motivated and communicate effectively. On the other hand, if the sessions are led by individuals solely due to their authority, e.g., department heads, with little interest in the induction program itself, or if they perceive new inductees as inexperienced and the process as a mere formality, then seven days can be quite torturous and ineffective. Establishing a connection with the inductees is crucial.
I am sharing a link from this site which contains insights provided by many others on a similar query, and I believe you can gain valuable information from here: https://www.citehr.com/13550-key-per...n-program.html
Best wishes
From India, Mumbai
Acknowledge(0)Amend(0)
A seven-day induction program is a double-edged sword as it can be very effective if well-structured and if those conducting the sessions are personally motivated and communicate effectively. On the other hand, if the sessions are led by individuals solely due to their authority, e.g., department heads, with little interest in the induction program itself, or if they perceive new inductees as inexperienced and the process as a mere formality, then seven days can be quite torturous and ineffective. Establishing a connection with the inductees is crucial.
I am sharing a link from this site which contains insights provided by many others on a similar query, and I believe you can gain valuable information from here: https://www.citehr.com/13550-key-per...n-program.html
Best wishes
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Alicia,
Here's a suggestion: consider implementing reverse mentoring at the end of the program. Generally, Orientation Programs are focused on inputs, which takes away the option of adding fresh ideas by the new hires.
Here's how reverse mentoring was implemented. The new hires were asked to note a few points which they don't see in the systems or processes as presented to them during the induction program. In case there were any concepts or functions which might have been practiced by their ex-employer, yet can add value to the existing practices, they can be shared as a presentation at the end of the program.
The flip side was that these inputs remained rough and often duplicate.
However, two things happened simultaneously. First, the learning and unlearning process sped up for the new hires. They were focusing more on understanding the systems during the program and worked doubly hard to present their concurrent ideas. Secondly, a huge amount of industry intelligence was gained through their presentations.
If you consider implementing this, please ensure it is well documented. It can build a referential knowledge base for the company.
From India, Mumbai
Acknowledge(0)Amend(0)
Here's a suggestion: consider implementing reverse mentoring at the end of the program. Generally, Orientation Programs are focused on inputs, which takes away the option of adding fresh ideas by the new hires.
Here's how reverse mentoring was implemented. The new hires were asked to note a few points which they don't see in the systems or processes as presented to them during the induction program. In case there were any concepts or functions which might have been practiced by their ex-employer, yet can add value to the existing practices, they can be shared as a presentation at the end of the program.
The flip side was that these inputs remained rough and often duplicate.
However, two things happened simultaneously. First, the learning and unlearning process sped up for the new hires. They were focusing more on understanding the systems during the program and worked doubly hard to present their concurrent ideas. Secondly, a huge amount of industry intelligence was gained through their presentations.
If you consider implementing this, please ensure it is well documented. It can build a referential knowledge base for the company.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Ms. Anuradha,
In the pursuit of excellence, one will always struggle hard to prove his caliber, abilities, and a lot more. The sky is the limit, and our expectations levels will never be met because we can't satisfy ourselves.
An induction program has a predefined objective and helps new joiners understand a lot more about the organization. However, there are many points not disclosed during the induction program.
"How to be a highly focused employee (professional) who can work as a team member and team lead."
When you said, "they want to improve it," kindly request those involved in the process to analyze the current induction strategy while correlating it with the desired outcome and what best they can and want to include and deliver to achieve the desired outcome while keeping in mind current market trends, market demands, and future demands.
I don't know whether this is included in your program or not, but I suggest you focus on:
1. "What (skills/knowledge/attitude) is required to perform better than the best?"
2. "How can one succeed in unleashing his/her hidden talent (creativity)?"
3. "How can one be an asset to the organization and support the organization to excel and generate more revenue?"
There can be many more points to be included if we really focus on professionalism and associated approaches/activities.
Time is very precious, and utilize it to the best of your knowledge.
Kindly do correct me if I am wrong.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)
In the pursuit of excellence, one will always struggle hard to prove his caliber, abilities, and a lot more. The sky is the limit, and our expectations levels will never be met because we can't satisfy ourselves.
An induction program has a predefined objective and helps new joiners understand a lot more about the organization. However, there are many points not disclosed during the induction program.
"How to be a highly focused employee (professional) who can work as a team member and team lead."
When you said, "they want to improve it," kindly request those involved in the process to analyze the current induction strategy while correlating it with the desired outcome and what best they can and want to include and deliver to achieve the desired outcome while keeping in mind current market trends, market demands, and future demands.
I don't know whether this is included in your program or not, but I suggest you focus on:
1. "What (skills/knowledge/attitude) is required to perform better than the best?"
2. "How can one succeed in unleashing his/her hidden talent (creativity)?"
3. "How can one be an asset to the organization and support the organization to excel and generate more revenue?"
There can be many more points to be included if we really focus on professionalism and associated approaches/activities.
Time is very precious, and utilize it to the best of your knowledge.
Kindly do correct me if I am wrong.
With profound regards
From India, Chennai
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
EMPLOYEE REFERRAL PROGRAM.doc