Dear Friends,
I am working as an HR Exec trainee in a shipping company. I have been given an assignment to prepare an Induction Manual for any new joiner who joins individually. This will cover his entire details, company's profile, questionnaire, review, and appraisal after probation. I am a bit confused about the above, so I need some guidance from the seniors on-site. How is it usually prepared in other companies? And how should I go about it? Please help me out with the above; I would be really very obliged.
Regards,
Swati HR
From India, Pune
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5I am working as an HR Exec trainee in a shipping company. I have been given an assignment to prepare an Induction Manual for any new joiner who joins individually. This will cover his entire details, company's profile, questionnaire, review, and appraisal after probation. I am a bit confused about the above, so I need some guidance from the seniors on-site. How is it usually prepared in other companies? And how should I go about it? Please help me out with the above; I would be really very obliged.
Regards,
Swati HR
From India, Pune
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Ho Swati,
You are so desperate. Relax. Induction manuals are not created in a day so just relax.
Here is an article which will help you. You can also check the internet and "goggle" for more article and guide. Citehr is also a good site for information posted by experts.
We have all started working at places that just expect us to “hit the ground running” and become productive extremely quickly. Many of us will have worked at places that regard an induction as a waste of time, or think a quick tour of the building should be sufficient!
The benefits of induction training are vast and include: increased retention of newly hire employees, improved employee morale and increased productivity. A properly crafted induction plan will save you time and money in the long run that might have ended up being spent on covering absences and hiring replacements.
An induction is the first point of contact between you and your new employee, so why not spend some time making sure you get it right?
Ideally an induction should include:
a) Introduction to important staff (not just a quick hello but sufficient time to get acquainted and identify their exact job role)
b) Tour of the building, pointing out fire exits, bathrooms, meeting rooms, boardrooms, useful offices such as IT support staff, administration staff etc. Don’t forget to show them where to find office stationery and the position of photocopiers / faxes.
c) Health and safety training as necessary dependent on job role; may include items such as manual handling and where to find the health and safety notice board.
d) How to complete day to day tasks and where to find the necessary folders / files
The fourth task is the most important but often the most likely to be overlooked. It should take place over a number of days dependent on the availability of the staff carrying out the training. Ideally each task should be explained, then the trainee should be left for a short while to practice. Following this, the trainer should then return to check progress, check misunderstandings and then start the next task.
Induction Trainer Guidelines
1) Give the trainee your details to get hold of you by any method they choose – telephone, email, face to face.
2) Provide training materials, at least a quick reference guide – ideally a full manual explaining the task.
3) Call back regularly to check on progress. Just because you haven’t hear from them doesn’t mean they are okay – they may just be the type that doesn’t like asking questions.
4) Ensure you ask your manager for sufficient time to carry out your role effectively – point out you need to provide training materials and be available to answer questions at short notice.
5) Consider asking to attend a “train the trainer” course if induction training is something you enjoy and would like to make it a bigger part of your role
Once the employee has completed their induction training, ask for feedback on how they feel it went. What could be done to improve the procedure for future staff?
All the best,
UKmitra
From Saudi Arabia, Riyadh
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You are so desperate. Relax. Induction manuals are not created in a day so just relax.
Here is an article which will help you. You can also check the internet and "goggle" for more article and guide. Citehr is also a good site for information posted by experts.
We have all started working at places that just expect us to “hit the ground running” and become productive extremely quickly. Many of us will have worked at places that regard an induction as a waste of time, or think a quick tour of the building should be sufficient!
The benefits of induction training are vast and include: increased retention of newly hire employees, improved employee morale and increased productivity. A properly crafted induction plan will save you time and money in the long run that might have ended up being spent on covering absences and hiring replacements.
An induction is the first point of contact between you and your new employee, so why not spend some time making sure you get it right?
Ideally an induction should include:
a) Introduction to important staff (not just a quick hello but sufficient time to get acquainted and identify their exact job role)
b) Tour of the building, pointing out fire exits, bathrooms, meeting rooms, boardrooms, useful offices such as IT support staff, administration staff etc. Don’t forget to show them where to find office stationery and the position of photocopiers / faxes.
c) Health and safety training as necessary dependent on job role; may include items such as manual handling and where to find the health and safety notice board.
d) How to complete day to day tasks and where to find the necessary folders / files
The fourth task is the most important but often the most likely to be overlooked. It should take place over a number of days dependent on the availability of the staff carrying out the training. Ideally each task should be explained, then the trainee should be left for a short while to practice. Following this, the trainer should then return to check progress, check misunderstandings and then start the next task.
Induction Trainer Guidelines
1) Give the trainee your details to get hold of you by any method they choose – telephone, email, face to face.
2) Provide training materials, at least a quick reference guide – ideally a full manual explaining the task.
3) Call back regularly to check on progress. Just because you haven’t hear from them doesn’t mean they are okay – they may just be the type that doesn’t like asking questions.
4) Ensure you ask your manager for sufficient time to carry out your role effectively – point out you need to provide training materials and be available to answer questions at short notice.
5) Consider asking to attend a “train the trainer” course if induction training is something you enjoy and would like to make it a bigger part of your role
Once the employee has completed their induction training, ask for feedback on how they feel it went. What could be done to improve the procedure for future staff?
All the best,
UKmitra
From Saudi Arabia, Riyadh
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Hi ! please find the attachment. Hope it will help you Ragards Seema
From India, Pune
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From India, Pune
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Hi Swathi,
Please first understand what you want to convey to an employee through an induction manual. An induction manual is something that enables new employees to understand what is expected from them as individuals, how it benefits them, and how it connects them to the outside world, etc. The overall view may be the same for every company; however, what matters is how the company wishes to present it.
For example, the Leave Policy: a company may choose to provide all Earned Leaves (ELs) or a combination of Casual Leaves (CLs) and Sick Leaves (SLs), etc.
Regarding Attendance: there are many companies that do not restrict employees on the total number of hours worked but, instead, focus on the output. Similarly, there are companies that require employees to be punctual and leave on time.
Please understand these aspects based on your company's policies and then create your induction manual.
Seniors, please correct me if I am wrong!
From India, Hyderabad
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Please first understand what you want to convey to an employee through an induction manual. An induction manual is something that enables new employees to understand what is expected from them as individuals, how it benefits them, and how it connects them to the outside world, etc. The overall view may be the same for every company; however, what matters is how the company wishes to present it.
For example, the Leave Policy: a company may choose to provide all Earned Leaves (ELs) or a combination of Casual Leaves (CLs) and Sick Leaves (SLs), etc.
Regarding Attendance: there are many companies that do not restrict employees on the total number of hours worked but, instead, focus on the output. Similarly, there are companies that require employees to be punctual and leave on time.
Please understand these aspects based on your company's policies and then create your induction manual.
Seniors, please correct me if I am wrong!
From India, Hyderabad
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Hi Swati,
While preparing the training induction manual, take care of minute details and consider what requirements you would have if you were in the place of a new joiner. Some details that can help you include:
1. Write from the Head of the Company (From Head Desk - 1 page).
2. About your company (Vision, Mission, Quality Policy) - not more than 2 pages.
3. Your company values, SHE Policy, etc.
4. Code of Conduct.
5. Address of your office/HO office and other branches.
6. Brief explanation of the main activities of the business.
7. Key officials of the Company/your unit officials' names.
8. Map of your site/unit.
9. HR Division - Leave policy, Gratuity, PF, Superannuation, others.
You can include a pocket closure in your manual where you can add a Holiday list as it changes every year, and other schedules that new joiners should know, which keep changing from time to time.
Regards,
SG
From India
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While preparing the training induction manual, take care of minute details and consider what requirements you would have if you were in the place of a new joiner. Some details that can help you include:
1. Write from the Head of the Company (From Head Desk - 1 page).
2. About your company (Vision, Mission, Quality Policy) - not more than 2 pages.
3. Your company values, SHE Policy, etc.
4. Code of Conduct.
5. Address of your office/HO office and other branches.
6. Brief explanation of the main activities of the business.
7. Key officials of the Company/your unit officials' names.
8. Map of your site/unit.
9. HR Division - Leave policy, Gratuity, PF, Superannuation, others.
You can include a pocket closure in your manual where you can add a Holiday list as it changes every year, and other schedules that new joiners should know, which keep changing from time to time.
Regards,
SG
From India
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(Fact Checked)-The user's reply contains relevant information for preparing an induction manual. However, there are some spelling errors and formatting issues which can be improved for clarity and professionalism. (1 Acknowledge point)
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Please find attached the Induction text, Hope it will help you Regards, Nandish
From India, Delhi
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From India, Delhi
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Hello Mr. Nandish,
Thank you for attaching the wonderful format. It's very useful. I am also working as an HR Executive, and I think I am going to use it in my organization.
Thanks again.
Regards,
Sheetal Shimpi
From India, Bangalore
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Thank you for attaching the wonderful format. It's very useful. I am also working as an HR Executive, and I think I am going to use it in my organization.
Thanks again.
Regards,
Sheetal Shimpi
From India, Bangalore
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Use the download search box at the top of the page.
There is already a great deal of material on induction manuals here on this site. Other members have contributed to this site, so make use of the information that is already available here.
John in Oz
From Australia, Melbourne
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There is already a great deal of material on induction manuals here on this site. Other members have contributed to this site, so make use of the information that is already available here.
John in Oz
From Australia, Melbourne
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Thanx friends. All the replies were really helpful. I have started preparing the manual. Regards, Swati
From India, Pune
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From India, Pune
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(Fact Checked)-The user's reply is correct and encouraging. (1 Acknowledge point)
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Hi Swati,
I propose that you develop an employee manual that all new employees must read through. I also suggest that they must answer a few questions thereafter to ensure that they do read it. The HR official can also work through the booklet with them. This handbook is just one part of the process, as UKmitra has rightly indicated.
I do consulting work and use a software program developed in Australia to speed up the process. The manual contains, inter alia, references to the company details, the mission/vision, description of the values, NB Policies (e.g., health and safety), condensed generic HR policies and procedures, specific workplace rules, etc. You could also roll it out for existing employees as well through a roadshow; they should also sign an acknowledgment thereof.
Let me know if you are interested, and I can put something together at a very reasonable cost in MS WORD format that you could edit afterwards and finalize. I will then need some info on your organization, etc.
Regards, Pieter
From United Kingdom
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I propose that you develop an employee manual that all new employees must read through. I also suggest that they must answer a few questions thereafter to ensure that they do read it. The HR official can also work through the booklet with them. This handbook is just one part of the process, as UKmitra has rightly indicated.
I do consulting work and use a software program developed in Australia to speed up the process. The manual contains, inter alia, references to the company details, the mission/vision, description of the values, NB Policies (e.g., health and safety), condensed generic HR policies and procedures, specific workplace rules, etc. You could also roll it out for existing employees as well through a roadshow; they should also sign an acknowledgment thereof.
Let me know if you are interested, and I can put something together at a very reasonable cost in MS WORD format that you could edit afterwards and finalize. I will then need some info on your organization, etc.
Regards, Pieter
From United Kingdom
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Dear All, Please assist me on the requirement needed in retrenchment process. Regards Jesse - Tanzania, East Africa
From Tanzania, undefined
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From Tanzania, undefined
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HR Manual (Employee Hand Book).doc
HR INDUCTION MANUAL.ppt
CiteHR.AI
(Fact Checked)-Induction manuals should convey company expectations & policies to new employees. Tailor it to your company's rules on leave, attendance, etc. (1 Acknowledge point)