Enhancing the 7-Day Induction Program
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
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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
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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
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399Thank you.
From India, Mumbai
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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
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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
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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.
Implementation of Reverse Mentoring
Here's how reverse mentoring was implemented. The new hires were asked to note a few points which they didn'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.
Regards
From India, Mumbai
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Implementation of Reverse Mentoring
Here's how reverse mentoring was implemented. The new hires were asked to note a few points which they didn'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.
Regards
From India, Mumbai
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Dear Ms. Anuradha,
In the pursuit of excellence, one will always strive hard to prove their caliber, abilities, and much more. The sky is the limit, and our expectations will never be fully met because we often can't satisfy ourselves.
Induction Program Objectives
An induction program has a predefined objective and helps new joiners understand more about the organization. However, there are many points not disclosed during the induction program.
How to Be a Highly Focused Employee
When you mentioned, "they want to improve it," kindly request those involved in the process to analyze the current induction strategy. Correlate it with the desired outcome and determine what best can be included and delivered to achieve the desired outcome while considering current market trends, market demands, and future needs.
I don't know whether this is included in your program or not, but I suggest you focus on:
1. "What skills, knowledge, and attitude are required to perform better than the best?"
2. "How can one succeed in unleashing their hidden talent and creativity?"
3. "How can one be an asset to the organization and support it in excelling and generating more revenue?"
There can be many more points to include if we truly focus on professionalism and associated approaches and activities.
Time is very precious; utilize it to the best of your knowledge.
Kindly correct me if I am wrong.
With profound regards
From India, Chennai
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In the pursuit of excellence, one will always strive hard to prove their caliber, abilities, and much more. The sky is the limit, and our expectations will never be fully met because we often can't satisfy ourselves.
Induction Program Objectives
An induction program has a predefined objective and helps new joiners understand more about the organization. However, there are many points not disclosed during the induction program.
How to Be a Highly Focused Employee
When you mentioned, "they want to improve it," kindly request those involved in the process to analyze the current induction strategy. Correlate it with the desired outcome and determine what best can be included and delivered to achieve the desired outcome while considering current market trends, market demands, and future needs.
I don't know whether this is included in your program or not, but I suggest you focus on:
1. "What skills, knowledge, and attitude are required to perform better than the best?"
2. "How can one succeed in unleashing their hidden talent and creativity?"
3. "How can one be an asset to the organization and support it in excelling and generating more revenue?"
There can be many more points to include if we truly focus on professionalism and associated approaches and activities.
Time is very precious; utilize it to the best of your knowledge.
Kindly correct me if I am wrong.
With profound regards
From India, Chennai
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Induction Program.doc