Hello :)
I'm an MBA student doing my HR summer training. My topic is induction training. Can anyone tell me more about induction training? I don't have much information to make a good report.
From India, Raipur
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1I'm an MBA student doing my HR summer training. My topic is induction training. Can anyone tell me more about induction training? I don't have much information to make a good report.
From India, Raipur
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Hi,
First of all, you will have to understand the purpose of induction training in an organization as well as the psychology of the new joiners. A good induction module should include not only the details of the organizational goals, mission, vision, core values, department-wise workflow, employee benefits, etc., but it should also include a nice ice-breaker not only to allow the new joiner to come out of their shell but to start understanding the whole system. The essentials of an induction module are:
- Organizational history
- Mission
- Vision
- Core values
- Hierarchy
- Brief about the functioning of various departments
- HR policy
- Roles and responsibilities
- Etc.
All the best,
Sumit
From India, New Delhi
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First of all, you will have to understand the purpose of induction training in an organization as well as the psychology of the new joiners. A good induction module should include not only the details of the organizational goals, mission, vision, core values, department-wise workflow, employee benefits, etc., but it should also include a nice ice-breaker not only to allow the new joiner to come out of their shell but to start understanding the whole system. The essentials of an induction module are:
- Organizational history
- Mission
- Vision
- Core values
- Hierarchy
- Brief about the functioning of various departments
- HR policy
- Roles and responsibilities
- Etc.
All the best,
Sumit
From India, New Delhi
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thaxs sumit for helpg out can u tell me little bit more as i need more material which i can use in my project report
From India, Raipur
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From India, Raipur
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Hi Aditi,
Induction is about inducting employees into the overall company. The program should provide all necessary information to employees, irrespective of their position, grade, or location. Therefore, the following is a list of topics:
Topics that are common/not subject to change/permanent:
- Company Profile
- Vision
- Mission
- Values
- Culture
- Company Quality Policy
- Company Quality Objectives
- Organization chart (Does not change frequently)
- Major Contacts (Safety Office, Reception, HelpDesk, etc.)
- Terms of Employment
Topics that may change due to policy and strategy updates:
- Company Policies
- Personnel Policy: Probation and Confirmation, Exit Policy
- HR Processes: Recruitment, Training, Performance Management
- Employee Movement Policy: Promotion, Transfer
- Employee Benefits and Welfare
- Canteen
- Transport
Topics essential to include:
- QMS - Quality Management System at the company
- QMS Awareness (ISO Introduction)
- QMS Accreditation
Other Topics:
- Virtual Plant Visit
I hope this information is helpful to you.
With Regards,
Yashswa
From India, Mumbai
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Induction is about inducting employees into the overall company. The program should provide all necessary information to employees, irrespective of their position, grade, or location. Therefore, the following is a list of topics:
Topics that are common/not subject to change/permanent:
- Company Profile
- Vision
- Mission
- Values
- Culture
- Company Quality Policy
- Company Quality Objectives
- Organization chart (Does not change frequently)
- Major Contacts (Safety Office, Reception, HelpDesk, etc.)
- Terms of Employment
Topics that may change due to policy and strategy updates:
- Company Policies
- Personnel Policy: Probation and Confirmation, Exit Policy
- HR Processes: Recruitment, Training, Performance Management
- Employee Movement Policy: Promotion, Transfer
- Employee Benefits and Welfare
- Canteen
- Transport
Topics essential to include:
- QMS - Quality Management System at the company
- QMS Awareness (ISO Introduction)
- QMS Accreditation
Other Topics:
- Virtual Plant Visit
I hope this information is helpful to you.
With Regards,
Yashswa
From India, Mumbai
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Hi Aditi,
I wish the below-mentioned material will be of help.
Induction (General Perception)
Most induction training is dull and boring. People troop in and are spoken at for anywhere from an hour to three days. Elaborate PowerPoint presentations, slide shows, and OHP acetates are the order of the day. New employees can safely go to sleep, doodle, wonder if they've made the right choice, or simply ignore the information being given to them. Induction information is generally given with minimal interaction, yet with the expectation that the whole lot will be retained. If there's no interaction or engagement of the inductees, there's an almost certain guarantee that most of it will not.
As far as Impact Factory is concerned, the purpose of induction is not to give a whole lot of information on Health and Safety (though it's tremendously important that people know about it), the rules and regulations. Rather, the purpose is to welcome new people and introduce them to the culture of the organization. A good induction should enable people to feel they've made the right decision and to help them start their new job committed, engaged, and productive. Most people start a new job partly excited and filled with anticipation, but also filled with a bubble of anxiety about what's in store.
Some have a big bubble, some a small, but most certainly there will be questions such as: Will I fit in? Am I up to the job? Will people like me? What if I make a fool of myself on the first day? How do I work the coffee machine? Is there a coffee machine? Those anxieties need to be identified and allayed. And that's done by ensuring people are working actively during the induction, not sitting passively being done to.
The more that you can engage people in the process of their own induction, the more successful it will be. An Induction Programme's job is to make them want to find out more about Health and Safety, etc., instead of sleeping through the most important bits.
The job of an induction program is to make new employees want to show up the next day ready and eager. An induction process that is shaped around the individual and their job role will help the employee reach their full potential as quickly as possible.
All staff, both full- and part-time, need an induction program. An induction should be given at the beginning of employment and may be spread over several weeks, or even months. Induction processes can be written or verbal and should be presented in conjunction with the employee handbook. The key difference is that the handbook should be used as an ongoing reference for employee work conduct and employee rights, while the induction program is used as the initial tool to familiarize the new starter with their job requirements and information about the company and its procedures. Failure to implement a successful induction process will leave the new employee with a poor understanding of the company and their role within it, low morale, and ultimately lost productivity.
Packaging the induction for the individual
Most small to medium-sized companies (SMEs) will generally only have one new starter joining at any one time; therefore, the best induction processes can be crafted to suit the individual's requirements. You will need to consider their job role within the company, level of seniority, prior experience, and technical and industry knowledge. As a general rule, the more senior the employee, the more in-depth company information they will need.
Verbal or written?
The presentation of the information will be key to its success. Using a written document will allow it to be used as a reference guide. Using a template and tailoring it to the individual's needs will save you time in the long run, and publishing it on the company intranet will give it the feel of a living document. Written information can also be combined with a personal touch, and the new employee should be personally introduced to every member of the team. If others are to assist with the induction, create a timetable to let them know when they are required.
Content of the induction
The induction can comprise the following:
Mission statement of the company: this outlines the role or purpose of the business and illustrates the overall strategic vision.
Company history: an account of the formation of the company, its key players, and its main achievements to date.
Company culture: making the new employee aware of the personality of the organization is important if they are to fit in.
Company structure: explaining where the power lies and how it is distributed is a good idea. SMEs tend to follow the unitary model, whereby the company is divided into different functions, each reporting to the Chief Executive Officer or Managing Director.
Job role: cascading down into each department you should document each person's role and how they play a part in achieving the objectives that are set out in the mission statement. Ensure the employee is taken through their job description and fully understands their responsibilities and accountabilities.
Equipment: if the new employee needs to use machinery or equipment they are not fully conversant with, set up training sessions so they can learn to use the equipment correctly and safely.
Health and safety: ensure that the employee has read and understood the health and safety brief outlined in the employee handbook. Check they know the location of the fire exits and are aware of where to assemble in case of fire. The new employee should be made aware of who is qualified to administer First Aid. Any required risk assessments should also be carried out at this stage.
Company procedures: the new employee should be made aware of the correct procedures for all personnel matters (e.g. applying for holiday leave, using the telephone system, and accessing standard templates).
Local amenities: pointing out local facilities including nearest banks, sandwich shops, and transport links will help the new recruit familiarize themselves with their new surroundings.
Regards,
Sumit
From India, New Delhi
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I wish the below-mentioned material will be of help.
Induction (General Perception)
Most induction training is dull and boring. People troop in and are spoken at for anywhere from an hour to three days. Elaborate PowerPoint presentations, slide shows, and OHP acetates are the order of the day. New employees can safely go to sleep, doodle, wonder if they've made the right choice, or simply ignore the information being given to them. Induction information is generally given with minimal interaction, yet with the expectation that the whole lot will be retained. If there's no interaction or engagement of the inductees, there's an almost certain guarantee that most of it will not.
As far as Impact Factory is concerned, the purpose of induction is not to give a whole lot of information on Health and Safety (though it's tremendously important that people know about it), the rules and regulations. Rather, the purpose is to welcome new people and introduce them to the culture of the organization. A good induction should enable people to feel they've made the right decision and to help them start their new job committed, engaged, and productive. Most people start a new job partly excited and filled with anticipation, but also filled with a bubble of anxiety about what's in store.
Some have a big bubble, some a small, but most certainly there will be questions such as: Will I fit in? Am I up to the job? Will people like me? What if I make a fool of myself on the first day? How do I work the coffee machine? Is there a coffee machine? Those anxieties need to be identified and allayed. And that's done by ensuring people are working actively during the induction, not sitting passively being done to.
The more that you can engage people in the process of their own induction, the more successful it will be. An Induction Programme's job is to make them want to find out more about Health and Safety, etc., instead of sleeping through the most important bits.
The job of an induction program is to make new employees want to show up the next day ready and eager. An induction process that is shaped around the individual and their job role will help the employee reach their full potential as quickly as possible.
All staff, both full- and part-time, need an induction program. An induction should be given at the beginning of employment and may be spread over several weeks, or even months. Induction processes can be written or verbal and should be presented in conjunction with the employee handbook. The key difference is that the handbook should be used as an ongoing reference for employee work conduct and employee rights, while the induction program is used as the initial tool to familiarize the new starter with their job requirements and information about the company and its procedures. Failure to implement a successful induction process will leave the new employee with a poor understanding of the company and their role within it, low morale, and ultimately lost productivity.
Packaging the induction for the individual
Most small to medium-sized companies (SMEs) will generally only have one new starter joining at any one time; therefore, the best induction processes can be crafted to suit the individual's requirements. You will need to consider their job role within the company, level of seniority, prior experience, and technical and industry knowledge. As a general rule, the more senior the employee, the more in-depth company information they will need.
Verbal or written?
The presentation of the information will be key to its success. Using a written document will allow it to be used as a reference guide. Using a template and tailoring it to the individual's needs will save you time in the long run, and publishing it on the company intranet will give it the feel of a living document. Written information can also be combined with a personal touch, and the new employee should be personally introduced to every member of the team. If others are to assist with the induction, create a timetable to let them know when they are required.
Content of the induction
The induction can comprise the following:
Mission statement of the company: this outlines the role or purpose of the business and illustrates the overall strategic vision.
Company history: an account of the formation of the company, its key players, and its main achievements to date.
Company culture: making the new employee aware of the personality of the organization is important if they are to fit in.
Company structure: explaining where the power lies and how it is distributed is a good idea. SMEs tend to follow the unitary model, whereby the company is divided into different functions, each reporting to the Chief Executive Officer or Managing Director.
Job role: cascading down into each department you should document each person's role and how they play a part in achieving the objectives that are set out in the mission statement. Ensure the employee is taken through their job description and fully understands their responsibilities and accountabilities.
Equipment: if the new employee needs to use machinery or equipment they are not fully conversant with, set up training sessions so they can learn to use the equipment correctly and safely.
Health and safety: ensure that the employee has read and understood the health and safety brief outlined in the employee handbook. Check they know the location of the fire exits and are aware of where to assemble in case of fire. The new employee should be made aware of who is qualified to administer First Aid. Any required risk assessments should also be carried out at this stage.
Company procedures: the new employee should be made aware of the correct procedures for all personnel matters (e.g. applying for holiday leave, using the telephone system, and accessing standard templates).
Local amenities: pointing out local facilities including nearest banks, sandwich shops, and transport links will help the new recruit familiarize themselves with their new surroundings.
Regards,
Sumit
From India, New Delhi
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Hi Sumeet,
Nice information you provided. I also need to work on an induction training module and am seeking to prepare an induction flow chart. Could you please share your valuable information regarding the same?
Regards,
Namrata
From India, Mumbai
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Nice information you provided. I also need to work on an induction training module and am seeking to prepare an induction flow chart. Could you please share your valuable information regarding the same?
Regards,
Namrata
From India, Mumbai
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Hello,
I have just joined the forum and would like your help in preparing an induction program for new recruits. I am working in an aviation ground handling company. Please describe the process to me as soon as possible.
From India, Mumbai
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I have just joined the forum and would like your help in preparing an induction program for new recruits. I am working in an aviation ground handling company. Please describe the process to me as soon as possible.
From India, Mumbai
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Hi, Here i hav attachd a training project questionnarie which might help anyone who need it.
From India, Coimbatore
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From India, Coimbatore
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Dear All,
I need your help in preparing a training module for Front Office Executives and also a format for a training report that needs to be submitted after an induction program. Please let me know if I can be of any help with regard to PowerPoint presentations on various topics; I have some which I find useful for my presentations.
Regards,
Debjani
From India
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I need your help in preparing a training module for Front Office Executives and also a format for a training report that needs to be submitted after an induction program. Please let me know if I can be of any help with regard to PowerPoint presentations on various topics; I have some which I find useful for my presentations.
Regards,
Debjani
From India
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Hi All,
I am requesting help in preparing a training module for Front Office Executives. The program will be a full-day, eight-hour session covering topics such as teamwork, corporate dress and grooming, positive body language, communication, etc.
Regards,
Debjani
From India
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I am requesting help in preparing a training module for Front Office Executives. The program will be a full-day, eight-hour session covering topics such as teamwork, corporate dress and grooming, positive body language, communication, etc.
Regards,
Debjani
From India
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Guys u can also add the feedback part in the induction scchedule. it helps in process improvement. regds manoj
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hello everyone,
I am doing my internship, and my project topic is Induction Process and Training. The main focus is on the preparation of the "New Joinee Booklet" and to assess the scope for improvement in the induction process. Please help me in the completion of my project report.
Waiting for your replies.
Regards,
Anamika Upadhyay
From India, New Delhi
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I am doing my internship, and my project topic is Induction Process and Training. The main focus is on the preparation of the "New Joinee Booklet" and to assess the scope for improvement in the induction process. Please help me in the completion of my project report.
Waiting for your replies.
Regards,
Anamika Upadhyay
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Training Module.zip
INDUCTION & TRAINING FEEDBACK FORM1.xls
Why Employee Training Fails.ppt