Hi all,
I need to make a PowerPoint presentation to introduce all the new joiners to my company. While I have a brief idea of what to include, can I get some specifics? I don't want to include too much information. I want to keep it very simple but effective.
Thank you!
From India, New Delhi
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5I need to make a PowerPoint presentation to introduce all the new joiners to my company. While I have a brief idea of what to include, can I get some specifics? I don't want to include too much information. I want to keep it very simple but effective.
Thank you!
From India, New Delhi
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Hi! It's a good idea to have an induction PPT - KISS (Keep It Short and Simple). As I was inducted a few years back, I can give my views on what trainees expect:
1. What is the company all about? Past, present, and future.
2. A big focus on "What's in it for me"!
3. Some inputs that will make the candidates feel proud of being a part of the company.
4. Rules and regulations. Just a few major ones, the rest can be found in the black book by the candidates.
5. Who's who - top people of the company.
That's all we all expected from the induction PPT. Hope you might find it useful.
From India, Pune
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1. What is the company all about? Past, present, and future.
2. A big focus on "What's in it for me"!
3. Some inputs that will make the candidates feel proud of being a part of the company.
4. Rules and regulations. Just a few major ones, the rest can be found in the black book by the candidates.
5. Who's who - top people of the company.
That's all we all expected from the induction PPT. Hope you might find it useful.
From India, Pune
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Hi Sonali,
The induction module depends on how long you want it to be. If it is half a day long, you can include the following:
1. Organization's overview
2. Policies and procedures (office administration, HR)
Regards,
Indrayani
From United Arab Emirates, Al Ain
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The induction module depends on how long you want it to be. If it is half a day long, you can include the following:
1. Organization's overview
2. Policies and procedures (office administration, HR)
Regards,
Indrayani
From United Arab Emirates, Al Ain
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May be you may get help if you have any policy manual of your organization. Finally, if you need a PowerPoint presentation, I may help you if you give some relevant info regarding your organization.
Thanks and Best Regards,
Shaki
From Malaysia, Ipoh
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Thanks and Best Regards,
Shaki
From Malaysia, Ipoh
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(Fact Checked)-The suggestion to refer to the policy manual for content and offering help with the presentation aligns with best practices in creating an effective onboarding presentation. (1 Acknowledge point)
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Hi Sonali,
Why use PPT at all? Everyone is expecting (and bored sick) of PPTs. What I did when I organized an induction for around 100 employees was to put them through an activity. I designed a Treasure Hunt. Divided all into groups, gave clues which led to a department (say admin). Every stage of the treasure hunt led them to a department. It was FUN, and they learned a lot about the company too. The most interesting part for you (as an HR person) - attrition was minimal, and morale post induction was sky high. I'm a consultant helping organizations in recruitment, induction, and training.
Regards,
Amruth
www.greatscope.com
From India, Mumbai
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Why use PPT at all? Everyone is expecting (and bored sick) of PPTs. What I did when I organized an induction for around 100 employees was to put them through an activity. I designed a Treasure Hunt. Divided all into groups, gave clues which led to a department (say admin). Every stage of the treasure hunt led them to a department. It was FUN, and they learned a lot about the company too. The most interesting part for you (as an HR person) - attrition was minimal, and morale post induction was sky high. I'm a consultant helping organizations in recruitment, induction, and training.
Regards,
Amruth
www.greatscope.com
From India, Mumbai
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Hi,
For the induction programme PPT, you may:
1. Collect the Organization chart.
2. Process Chart.
3. Material/Service Movement Chart.
You may form cohesive groups or teams if possible, as they would be working together in the future. It is advisable to involve existing members as talent and write a script for induction in dialogue and discussion forms. Through the instrument of the script, you can address questions from new entrants. You can gather this information through your own knowledge or by conducting a quick survey and adding insights from your experienced colleagues.
Decide whether the presentation should be a one-hour session followed by group activities, discussions, and a Q&A session. You may keep it open-ended and repeat with enhanced content after a week or a suitable period, depending on the complexity of operations.
Once the new entrants are settled, you may address questions regarding career prospects, safety, and welfare practices in detail.
I hope you find this information useful.
Prakash
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For the induction programme PPT, you may:
1. Collect the Organization chart.
2. Process Chart.
3. Material/Service Movement Chart.
You may form cohesive groups or teams if possible, as they would be working together in the future. It is advisable to involve existing members as talent and write a script for induction in dialogue and discussion forms. Through the instrument of the script, you can address questions from new entrants. You can gather this information through your own knowledge or by conducting a quick survey and adding insights from your experienced colleagues.
Decide whether the presentation should be a one-hour session followed by group activities, discussions, and a Q&A session. You may keep it open-ended and repeat with enhanced content after a week or a suitable period, depending on the complexity of operations.
Once the new entrants are settled, you may address questions regarding career prospects, safety, and welfare practices in detail.
I hope you find this information useful.
Prakash
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Hey all you guys,
A big thanks to PS Phani, Shaki, Amruth, and Prakash for their contributions. For those who wanted more info on the ppt, I intend to keep it only 15 minutes long. I have already included a slide on the nature of business, one slide on the origin, one on the key people, one on the future of the company, and one on the general spirit/atmosphere of the organization. I intend to follow that up with a talk from each of the HODs explaining one on one the functions of their departments. Does that sound ok? Amruth's idea of a treasure hunt seems great. Hey Amruth, can you give me some more details on how to do this?
From India, New Delhi
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A big thanks to PS Phani, Shaki, Amruth, and Prakash for their contributions. For those who wanted more info on the ppt, I intend to keep it only 15 minutes long. I have already included a slide on the nature of business, one slide on the origin, one on the key people, one on the future of the company, and one on the general spirit/atmosphere of the organization. I intend to follow that up with a talk from each of the HODs explaining one on one the functions of their departments. Does that sound ok? Amruth's idea of a treasure hunt seems great. Hey Amruth, can you give me some more details on how to do this?
From India, New Delhi
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Hi Amruth,
I think your idea of the treasure hunting is great. It would be nice to conduct that in our company since the majority of our staff are architects who always have a passion for creativity. I hope you can provide more details on the treasure hunting activity.
Thanks and regards,
Thelma
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I think your idea of the treasure hunting is great. It would be nice to conduct that in our company since the majority of our staff are architects who always have a passion for creativity. I hope you can provide more details on the treasure hunting activity.
Thanks and regards,
Thelma
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Hey to all viewers,
An induction program should include the following content:
1. History and culture of the organization
2. Rules and regulations
3. Hygiene and cleanliness
4. Dress code
5. Organizational chart, etc.
Murali Krishnan
From India, Madras
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An induction program should include the following content:
1. History and culture of the organization
2. Rules and regulations
3. Hygiene and cleanliness
4. Dress code
5. Organizational chart, etc.
Murali Krishnan
From India, Madras
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(Fact Checked)-The content you've included for the induction program is good. Just ensure to also cover legal rights, benefits, safety measures, and contact details. (1 Acknowledge point)
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Hi,
I am doing my MBA from NITIE, Mumbai.
I was part of the committee which took care of the INDUCTION of our juniors, and we also had a whole week full of activities planned for them. This included introductions amongst themselves, introducing them to the life at NITIE, and the plethora of committees in which they could contribute and learn.
To introduce them to the CAMPUS and their Seniors, we used the Treasure Hunt.
The Treasure Hunt would take them around the campus, where they would interact with their seniors to tackle the clues pointing to various places of interest and significance on the campus, from the Library to classrooms, hostels, and the mess.
In the corporate setting, clues could lead to Departments or Department Heads who would give them a small one-minute brief about themselves and their department, as well as the clue to the next.
This also means that various departments will get to see this 'fresh blood and energy' running around the campus, a step away from the boring routine. Help can be taken from regular employees to help/confuse these new joiners.
Everyone has a lot of fun and at the same time gets comfortable with each other. It breaks down several communication barriers between regular employees and new joiners, improving the level of communication due to familiarity.
The design of the Treasure Hunt is typical, customized to suit your organization and the people you want to involve.
... shoOOonya ...
From Switzerland, Geneva
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I am doing my MBA from NITIE, Mumbai.
I was part of the committee which took care of the INDUCTION of our juniors, and we also had a whole week full of activities planned for them. This included introductions amongst themselves, introducing them to the life at NITIE, and the plethora of committees in which they could contribute and learn.
To introduce them to the CAMPUS and their Seniors, we used the Treasure Hunt.
The Treasure Hunt would take them around the campus, where they would interact with their seniors to tackle the clues pointing to various places of interest and significance on the campus, from the Library to classrooms, hostels, and the mess.
In the corporate setting, clues could lead to Departments or Department Heads who would give them a small one-minute brief about themselves and their department, as well as the clue to the next.
This also means that various departments will get to see this 'fresh blood and energy' running around the campus, a step away from the boring routine. Help can be taken from regular employees to help/confuse these new joiners.
Everyone has a lot of fun and at the same time gets comfortable with each other. It breaks down several communication barriers between regular employees and new joiners, improving the level of communication due to familiarity.
The design of the Treasure Hunt is typical, customized to suit your organization and the people you want to involve.
... shoOOonya ...
From Switzerland, Geneva
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hi ... Uploading a PDF document on Treasure Hunt in Institute as well as Corporate setting. Hope it helps . . . ... shoOOonya ...
From Switzerland, Geneva
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From Switzerland, Geneva
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Hi guys and girls,
I am Sridharan, having more than 25 years of experience in the field of HR, with a special focus on Training & Development. I am delighted to join CiteHR to restart my learning journey in HR.
For the induction process, I suggest the following sequence:
- INDUSTRY OVERVIEW
- COMPANY OVERVIEW
- VISION-MISSION-PURPOSE STATEMENTS
- ORGANIZATION CHARTS
- PRODUCTS-MARKET-COMPETITION, etc.
- DEPARTMENTAL BRIEFINGS FROM HEADS of Departments
- PERSONNEL-HR-POLICIES
- INTERACTIONS WITH TOP MANAGEMENT-FUTURE OPPORTUNITIES
- DINNER WITH TOP MANAGEMENT TEAM
Thanks,
Sri
From India, Mumbai
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I am Sridharan, having more than 25 years of experience in the field of HR, with a special focus on Training & Development. I am delighted to join CiteHR to restart my learning journey in HR.
For the induction process, I suggest the following sequence:
- INDUSTRY OVERVIEW
- COMPANY OVERVIEW
- VISION-MISSION-PURPOSE STATEMENTS
- ORGANIZATION CHARTS
- PRODUCTS-MARKET-COMPETITION, etc.
- DEPARTMENTAL BRIEFINGS FROM HEADS of Departments
- PERSONNEL-HR-POLICIES
- INTERACTIONS WITH TOP MANAGEMENT-FUTURE OPPORTUNITIES
- DINNER WITH TOP MANAGEMENT TEAM
Thanks,
Sri
From India, Mumbai
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Dear Ms Misra, Here is some guidelines attached in the form of PPT.Hope this wil serve your purpose to some extent. Thanks & Regards Ashok kumar
From India, Gurgaon
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From India, Gurgaon
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Hi Sonali, Can you send me the level/s for which you are trying to make the induction prgramme. Regards Manas Das
From India, Delhi
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From India, Delhi
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Hi Shaki,
The name of my company is MakeMyTrip.com. We offer travel-related services to the US-India corridor, in particular. Our operations are based in New Delhi. As part of our operations, we have a small call center attached to us (primarily callers and web chat). The total strength is 100 people and growing. I want to keep the PPT to about 15-20 slides. Do you need any more info to help me out with the induction PPT? 😄
From India, New Delhi
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The name of my company is MakeMyTrip.com. We offer travel-related services to the US-India corridor, in particular. Our operations are based in New Delhi. As part of our operations, we have a small call center attached to us (primarily callers and web chat). The total strength is 100 people and growing. I want to keep the PPT to about 15-20 slides. Do you need any more info to help me out with the induction PPT? 😄
From India, New Delhi
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Hi Manash, I want to use this ppt for all levels .... it would just serve as an intro to the company.... :shock: Sonali
From India, New Delhi
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From India, New Delhi
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By the way, does anyone know of a policy on grievance management? We have easy access to our HODs, CEO, COO, etc. Yet the top management wants to know how this is typically handled in other organizations. Is there a set policy and procedure? 🤔 💡
From India, New Delhi
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From India, New Delhi
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Hi:
Greetings from Canada! FYI, there's a Yahoo! discussion group on the topic of NEOP (New Employee Orientation) which has been around for about 5 years. You might want to join this group and pick the brains of the members.
I believe that you need to focus on the needs of the joinees when you create onboarding/orientation programs. The goal of both the new employee and the company is to get the new person integrated in the organization and fully productive as quickly as possible with a minimum of stress and disruption to the organization.
I think a specialized NEOP website for the organization's intranet is a great way to provide the employee with needed information, contacts, rules, customs, hot buttons -- anything he/she might need to be quickly integrated....
Here's a checklist of "stuff" I go through when I'm helping an organization think about New Employee Orientation...... [ This list isn't pretty. I've attached an MSN Word document in outline format...] This works well to help organizations think out and talk out their strategy to get new hires onboard as quickly and painlessly as possible.
XYZ Corp. New Employee Orientation Brainstorming Framework
About this orientation framework…
Description
Search tool for searching the NEOP site
XYZ Corp. – The Organization
Current Organization Structure
Key players; Pres/VPs
The XYZ CORP. Mission
Why are we here?
What are we trying to accomplish as an organization?
Canada’s premier…
World leader
Relentless pursuit of knowledge
Etc.
How will we know when we’re successful
What’s our “style”… competitive? Collaborative?, etc.
What is XYZ CORP. legally? Corporation?
Current organization roadmap
Multimedia tour???
Org Chart – with pictures?
Who’s who…
Our History
Evolution of the organization
Started as… in…
Now is… in 2005
Will be… our org objectives
Our BIG accomplishments-What we're proud of
Our Reputation
XYZ Corp. – The Employer
Our beliefs and core values
Employer of choice…
Employment Equity
Harassment
Team work
Balanced life
Work / family
Personal career fitness
Lifelong learning
Dress code
How we plan
Planning processes; budgeting, etc.
Employee Development and Training
In house
Outside training
Conferences and seminars
Working Conditions
Hours of work
Overtime
Day care facilities
Fitness facilities
Pay and benefits
Collective agreements (if any)
My Pay
Base pay
pay periods
Overtime
Group benefits
Life Insurance
Disability
Health& Dental Care
Etc.
Time off
Vacation
Statutory Holidays
Leave of absence
Maternity Leave
Jury duty
Funeral
Illness
With pay / without pay
Our tools
Admin Systems we use
Financial systems
Etc.
Software we use
MS Office Suite
E-mail – Outlook / Exchange
Getting training on MS programs
YOU – The XYZ Corp. Employee / Contractor
Your job – What’s expected
Performance Management
Personal tools and equipment
Software supported by XYZ CORP.
Eg. Outlook, Office suite
Use of contractors to do work
Keeping up professionally
Leading edge / Continuing education
X hours / year as a minimum??
Professional memberships
Leadership role expected??
Ie. in front of the audience, not in it…
Professional Associations
XYZ CORP. Library / Virtual Library
Code of conduct
Harassment
Equal employment / Discrimination
Conflict of interest
Business interests
Entertainment
Meals
Gifts
Giving gifts / Accepting gifts, awards
Software – Piracy
Use of XYZ CORP. assets
Internet; Telephone; Etc.
You and the community
Other employees / coworkers
What community?
Things like United Way, volunteerism, etc.
Passive / active???
You and the media
What can you say? To who?
Resources for you
Moving / relocation assistance services
About Ottawa; other locations
Newsletters / corporate publications
My HR Contact
My “buddy”…
Organization chart
Phone directory
Central Services available
Finding an expert – XYZ CORP.’s Expertise Database
How do I… ??
Get equipment, supplies
Grand & Toy links??
What am I allowed to have to do my job
Computer equipment; palmtop, etc.
Computer software
Personal organizer
Organize a meeting
Booking a room
Using outside facilities
Presentation equipment
Travel
Approvals
Travel arrangements
Expenses
What’s covered? What’s not?
What’s ok? What’s frowned upon…
Entertainment
Reimbursement
Spending XYZ CORP. money
The Budget process
Putting stuff on the web
Can I put stuff on the web?
What can I put on the web?
Approvals???
How to put stuff on the web…
Contacts
Publishing Standards
accessiblity
Getting stuff for my office
Grand & Toy supplier contract
Office supplies
Telecom
SEARCH TOOL
Entire Orientation web
All of XYZ Corp.
The whole internet
From United States, New York
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Greetings from Canada! FYI, there's a Yahoo! discussion group on the topic of NEOP (New Employee Orientation) which has been around for about 5 years. You might want to join this group and pick the brains of the members.
I believe that you need to focus on the needs of the joinees when you create onboarding/orientation programs. The goal of both the new employee and the company is to get the new person integrated in the organization and fully productive as quickly as possible with a minimum of stress and disruption to the organization.
I think a specialized NEOP website for the organization's intranet is a great way to provide the employee with needed information, contacts, rules, customs, hot buttons -- anything he/she might need to be quickly integrated....
Here's a checklist of "stuff" I go through when I'm helping an organization think about New Employee Orientation...... [ This list isn't pretty. I've attached an MSN Word document in outline format...] This works well to help organizations think out and talk out their strategy to get new hires onboard as quickly and painlessly as possible.
XYZ Corp. New Employee Orientation Brainstorming Framework
About this orientation framework…
Description
Search tool for searching the NEOP site
XYZ Corp. – The Organization
Current Organization Structure
Key players; Pres/VPs
The XYZ CORP. Mission
Why are we here?
What are we trying to accomplish as an organization?
Canada’s premier…
World leader
Relentless pursuit of knowledge
Etc.
How will we know when we’re successful
What’s our “style”… competitive? Collaborative?, etc.
What is XYZ CORP. legally? Corporation?
Current organization roadmap
Multimedia tour???
Org Chart – with pictures?
Who’s who…
Our History
Evolution of the organization
Started as… in…
Now is… in 2005
Will be… our org objectives
Our BIG accomplishments-What we're proud of
Our Reputation
XYZ Corp. – The Employer
Our beliefs and core values
Employer of choice…
Employment Equity
Harassment
Team work
Balanced life
Work / family
Personal career fitness
Lifelong learning
Dress code
How we plan
Planning processes; budgeting, etc.
Employee Development and Training
In house
Outside training
Conferences and seminars
Working Conditions
Hours of work
Overtime
Day care facilities
Fitness facilities
Pay and benefits
Collective agreements (if any)
My Pay
Base pay
pay periods
Overtime
Group benefits
Life Insurance
Disability
Health& Dental Care
Etc.
Time off
Vacation
Statutory Holidays
Leave of absence
Maternity Leave
Jury duty
Funeral
Illness
With pay / without pay
Our tools
Admin Systems we use
Financial systems
Etc.
Software we use
MS Office Suite
E-mail – Outlook / Exchange
Getting training on MS programs
YOU – The XYZ Corp. Employee / Contractor
Your job – What’s expected
Performance Management
Personal tools and equipment
Software supported by XYZ CORP.
Eg. Outlook, Office suite
Use of contractors to do work
Keeping up professionally
Leading edge / Continuing education
X hours / year as a minimum??
Professional memberships
Leadership role expected??
Ie. in front of the audience, not in it…
Professional Associations
XYZ CORP. Library / Virtual Library
Code of conduct
Harassment
Equal employment / Discrimination
Conflict of interest
Business interests
Entertainment
Meals
Gifts
Giving gifts / Accepting gifts, awards
Software – Piracy
Use of XYZ CORP. assets
Internet; Telephone; Etc.
You and the community
Other employees / coworkers
What community?
Things like United Way, volunteerism, etc.
Passive / active???
You and the media
What can you say? To who?
Resources for you
Moving / relocation assistance services
About Ottawa; other locations
Newsletters / corporate publications
My HR Contact
My “buddy”…
Organization chart
Phone directory
Central Services available
Finding an expert – XYZ CORP.’s Expertise Database
How do I… ??
Get equipment, supplies
Grand & Toy links??
What am I allowed to have to do my job
Computer equipment; palmtop, etc.
Computer software
Personal organizer
Organize a meeting
Booking a room
Using outside facilities
Presentation equipment
Travel
Approvals
Travel arrangements
Expenses
What’s covered? What’s not?
What’s ok? What’s frowned upon…
Entertainment
Reimbursement
Spending XYZ CORP. money
The Budget process
Putting stuff on the web
Can I put stuff on the web?
What can I put on the web?
Approvals???
How to put stuff on the web…
Contacts
Publishing Standards
accessiblity
Getting stuff for my office
Grand & Toy supplier contract
Office supplies
Telecom
SEARCH TOOL
Entire Orientation web
All of XYZ Corp.
The whole internet
From United States, New York
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Hi Sonali,
Great! You have received good inputs from the members of the group, and your final plan is also commendable. Along similar lines, I would like to share what we do in my organization as part of the INDUCTION process for new joiners.
The Induction Programme is divided into 3 days, covering the following:
1. Ice Breaking Session by the MD: He gives a brief overview of the company, including its history, vision, current status, and future goals.
2. Various sessions by other Directors briefing the new joiners about their respective departments, such as sessions by the Director of Sales, Director of Development, and Director of Technology.
3. Sessions by respective HODs, including the Finance Head, System Administration Head, HR Head, and others. These individuals provide insights into the workings of their departments, introduce their teams, and outline the job profiles of each team member. This clarity helps new joiners know whom to contact for specific concerns or queries.
HR also provides an overview of the company's policies and sets expectations for the new joiners as they become part of the organization.
We ensure the attendance of all new joiners by sending them the Induction Schedule and tracking their attendance. On the final day of the Induction, a feedback form is distributed to all participants (new joiners) to gather their views on the program, any additional input they may have, etc. A concise feedback form can be prepared for this purpose.
Hope this information is helpful. If possible, please share your presentation.
Cheers!!!
Kavita
From India, New Delhi
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Great! You have received good inputs from the members of the group, and your final plan is also commendable. Along similar lines, I would like to share what we do in my organization as part of the INDUCTION process for new joiners.
The Induction Programme is divided into 3 days, covering the following:
1. Ice Breaking Session by the MD: He gives a brief overview of the company, including its history, vision, current status, and future goals.
2. Various sessions by other Directors briefing the new joiners about their respective departments, such as sessions by the Director of Sales, Director of Development, and Director of Technology.
3. Sessions by respective HODs, including the Finance Head, System Administration Head, HR Head, and others. These individuals provide insights into the workings of their departments, introduce their teams, and outline the job profiles of each team member. This clarity helps new joiners know whom to contact for specific concerns or queries.
HR also provides an overview of the company's policies and sets expectations for the new joiners as they become part of the organization.
We ensure the attendance of all new joiners by sending them the Induction Schedule and tracking their attendance. On the final day of the Induction, a feedback form is distributed to all participants (new joiners) to gather their views on the program, any additional input they may have, etc. A concise feedback form can be prepared for this purpose.
Hope this information is helpful. If possible, please share your presentation.
Cheers!!!
Kavita
From India, New Delhi
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(Fact Checked)-The information provided in the user reply is generally accurate and aligns with common induction practices. However, it's essential to ensure the content complies with labor laws and organizational policies. (1 Acknowledge point)
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Hi Sonali!
Here’s the info on the treasure hunt you asked. I guess It’s coming a bit late as I was away for a couple of days. In the meanwhile , it looks like you’ve got oodles of help from other members.
Thelma from Philippines asked for info about the treasure hunt too.
Thelma, if you are reading this ..hope it helps
The important thing about an induction is to make the inductees WANT TO LEARN about their organization. ( Note the emphasis on ‘want’ ) Normal inductions are Ho Hum affairs with the HODs talking about their departments & the inductees dozing.
Shoonya has sent a PDF about a treasure hunt though I cant open it. ( I cant open any of the PPts sent by other members either. Help anyone?)
Any way here are my steps on a Treasure Hunt:
· Divide the inductees into groups of 3,4, or 5. ( the lesser the better as everyone will participate)
· Design some creative clues/ questions about each dept. these may be written clues, object clues, audio clues or video clues. ( eg : play the song, ‘country roads take me home’.. by John Denver
· Once the a team cracks the clue, they go to the respective dept & the dept briefs them about the activities of the dept. Then they get the next clue which they crack & go to the next dept.
· And so on till they cover all depts..
· Have kiosks/ counters for each dept & 1-2 people manning these. They should be equipped with info/ material about their dept.
Ideas of clues:
· A picture of parliament house= admin dept.
· A keyboard or a mouse = IT / technical dept.
· A pouch containing some vegetables (potato, onion) = catering.
· A set of letters from Scrabble which when placed correctly spells the name of a dept.
· The registration number of a vehicle belonging to an employee of a particular dept.
· Teams can also be required to pass thru an obstacle/ do some work ( eg: give them lots of balloons to blow & carry to the dept. Or make paper planes , find a clue hidden in a matchbox buried in a mound of sand, tell a dialogue from a movie. Etc, etc .)
To make it more interesting :
· Give them team names or let them chose names. Give them Company tee shirts/ caps & colored arm bands to differentiate between teams.
· Have points system . The Team that cracks the clue & reaches the dept in quickest time gets max points. Eg: within 5 mins = 20points, 6-10 mins = 15 points. 11-15 mins = 5 points & Over 15 mins = no points.
· Award a prize for the wining team ( dinner with the CEO, some cool stuff or CASH )
Last but not the least – MAKE A VIDEO OF THE ENTIRE EVENT for keepsake & use in next induction.
Hope these ideas help.
Once you start thinking , the ideas will flow. If they don’t use ME to organize & conduct it for you.
By the way, one of my first Treasure hunt inductions was for a call center. Most recent was for an airline.
All the best.
Amruth
www.greatscope.com
98860-36125
From India, Mumbai
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Here’s the info on the treasure hunt you asked. I guess It’s coming a bit late as I was away for a couple of days. In the meanwhile , it looks like you’ve got oodles of help from other members.
Thelma from Philippines asked for info about the treasure hunt too.
Thelma, if you are reading this ..hope it helps
The important thing about an induction is to make the inductees WANT TO LEARN about their organization. ( Note the emphasis on ‘want’ ) Normal inductions are Ho Hum affairs with the HODs talking about their departments & the inductees dozing.
Shoonya has sent a PDF about a treasure hunt though I cant open it. ( I cant open any of the PPts sent by other members either. Help anyone?)
Any way here are my steps on a Treasure Hunt:
· Divide the inductees into groups of 3,4, or 5. ( the lesser the better as everyone will participate)
· Design some creative clues/ questions about each dept. these may be written clues, object clues, audio clues or video clues. ( eg : play the song, ‘country roads take me home’.. by John Denver
· Once the a team cracks the clue, they go to the respective dept & the dept briefs them about the activities of the dept. Then they get the next clue which they crack & go to the next dept.
· And so on till they cover all depts..
· Have kiosks/ counters for each dept & 1-2 people manning these. They should be equipped with info/ material about their dept.
Ideas of clues:
· A picture of parliament house= admin dept.
· A keyboard or a mouse = IT / technical dept.
· A pouch containing some vegetables (potato, onion) = catering.
· A set of letters from Scrabble which when placed correctly spells the name of a dept.
· The registration number of a vehicle belonging to an employee of a particular dept.
· Teams can also be required to pass thru an obstacle/ do some work ( eg: give them lots of balloons to blow & carry to the dept. Or make paper planes , find a clue hidden in a matchbox buried in a mound of sand, tell a dialogue from a movie. Etc, etc .)
To make it more interesting :
· Give them team names or let them chose names. Give them Company tee shirts/ caps & colored arm bands to differentiate between teams.
· Have points system . The Team that cracks the clue & reaches the dept in quickest time gets max points. Eg: within 5 mins = 20points, 6-10 mins = 15 points. 11-15 mins = 5 points & Over 15 mins = no points.
· Award a prize for the wining team ( dinner with the CEO, some cool stuff or CASH )
Last but not the least – MAKE A VIDEO OF THE ENTIRE EVENT for keepsake & use in next induction.
Hope these ideas help.
Once you start thinking , the ideas will flow. If they don’t use ME to organize & conduct it for you.
By the way, one of my first Treasure hunt inductions was for a call center. Most recent was for an airline.
All the best.
Amruth
www.greatscope.com
98860-36125
From India, Mumbai
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Hi,
That was quite an exhaustive list of elements (put up by Eric) to be considered for any Induction/Orientation program.
I guess there is hardly any element left out. Anyone can now simply take up the list, pick out the elements which are relevant to their particular case, deliberate on the remaining list before discarding it.
And the suggestion of using the Intranet is also quite a valuable one. I think the Intranet is a very powerful organizational tool. It is one of the first steps towards corporate digitization, which will speed up a lot of processes.
In the case of Induction/Orientation/Online-Training, it becomes quite an inexpensive one-time-cost resource that can be used anytime, any number of times.
Hey Soumya, I guess you have already received a lot of material for the induction/orientation program. Do let us know what is the final output/format/elements you are using.
The Treasure Hunt Inputs from Amruth are also pretty valuable.
Hey Amruth, send in your mail id to me. I will mail you the files uploaded in this forum topic.
...shoOOonya...
email: shoOOonya@gmail.com
From Switzerland, Geneva
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That was quite an exhaustive list of elements (put up by Eric) to be considered for any Induction/Orientation program.
I guess there is hardly any element left out. Anyone can now simply take up the list, pick out the elements which are relevant to their particular case, deliberate on the remaining list before discarding it.
And the suggestion of using the Intranet is also quite a valuable one. I think the Intranet is a very powerful organizational tool. It is one of the first steps towards corporate digitization, which will speed up a lot of processes.
In the case of Induction/Orientation/Online-Training, it becomes quite an inexpensive one-time-cost resource that can be used anytime, any number of times.
Hey Soumya, I guess you have already received a lot of material for the induction/orientation program. Do let us know what is the final output/format/elements you are using.
The Treasure Hunt Inputs from Amruth are also pretty valuable.
Hey Amruth, send in your mail id to me. I will mail you the files uploaded in this forum topic.
...shoOOonya...
email: shoOOonya@gmail.com
From Switzerland, Geneva
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Hi Sonali,
Nice ideas came from everyone. Now I feel that I'm not too late to share some views on what an employee expects. The employee is very eager to know their colleagues more than others. After your brief induction on the company policies, rules, and regulations, if every department/project head will take five minutes in the induction to introduce them and make them involved in that session. This helps to get a clear picture of their concerned department or project. The department head can discuss about the projects they handle, how they aim to complete the task, etc., can be discussed. One thing to remember is that it should not take more than 10 minutes of time. It would be fun if the induction is informal in nature. Hope this suggestion would be nice to implement.
Thanks and Regards,
Sridhar
From India, Madras
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Nice ideas came from everyone. Now I feel that I'm not too late to share some views on what an employee expects. The employee is very eager to know their colleagues more than others. After your brief induction on the company policies, rules, and regulations, if every department/project head will take five minutes in the induction to introduce them and make them involved in that session. This helps to get a clear picture of their concerned department or project. The department head can discuss about the projects they handle, how they aim to complete the task, etc., can be discussed. One thing to remember is that it should not take more than 10 minutes of time. It would be fun if the induction is informal in nature. Hope this suggestion would be nice to implement.
Thanks and Regards,
Sridhar
From India, Madras
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(Fact Checked)-The suggestion to have department or project heads introduce new joiners during an induction is a good way to foster connection and understanding. (1 Acknowledge point)
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Hello Sonali,
Lots of details inputs from various sources formal or informal. The chief executive's internal grievances policies should be handled by the board of directors or principal employers (legal and value contributors and involved mostly in Indian companies do not follow this practice up to an extent) depending upon the case. Normally, in the Indian scenario, if part of the corporate world tries to balance off equations by showing a very respectful, healthy, and visible position for you and is managed by it if not internally but in a hard way.
For example, take the case of Mr. Phaneesh Murthy, CEO of iGate Solutions harassment case.
Regards, Umalme
From India, Delhi
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Lots of details inputs from various sources formal or informal. The chief executive's internal grievances policies should be handled by the board of directors or principal employers (legal and value contributors and involved mostly in Indian companies do not follow this practice up to an extent) depending upon the case. Normally, in the Indian scenario, if part of the corporate world tries to balance off equations by showing a very respectful, healthy, and visible position for you and is managed by it if not internally but in a hard way.
For example, take the case of Mr. Phaneesh Murthy, CEO of iGate Solutions harassment case.
Regards, Umalme
From India, Delhi
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Hey guys, Thanks a lot for the overwhelming response.... I am about to complete my induction ppt in a few days and will upload it for all members....meanwhile keep the inputs coming in. :D
From India, New Delhi
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From India, New Delhi
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(Fact Checked)-Great to hear you're finalizing the induction ppt! Looking forward to seeing the completed version. Keep up the good work! 😊 (1 Acknowledge point)
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Hi Sonali:
If you want to go by a structured overview I have a suggestion-
1 Welcome
2 History of the company – Vision, Mission, Values, Culture
3 Brief Introduction of the organization
4 Business / Function Areas
5 Meeting with the Leadership team
6 HUman Resource Overview(team structure + Responsibilities)
7 HR Policies & Procedures
8 Administration Procedures
9 Finance Procedures and team structure.
Generally this program can be divided in 2 days, the welcome section will include the HR formalities of filling forms (incase induction happens on the day of joining)
Point 5 can happen as an informal Chit chat session/lunch meeting just to make the employee know the individuals.
Normally you will realise that employee are more interested in Policies like - Leave, CLA, T&D. They are also looking for career growth and opportunities in store for them.
Section 8&9 would be applicable only incase the company has a structured Admin and Finance team.
Hope this can help you develope a formal program.
From United States,
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If you want to go by a structured overview I have a suggestion-
1 Welcome
2 History of the company – Vision, Mission, Values, Culture
3 Brief Introduction of the organization
4 Business / Function Areas
5 Meeting with the Leadership team
6 HUman Resource Overview(team structure + Responsibilities)
7 HR Policies & Procedures
8 Administration Procedures
9 Finance Procedures and team structure.
Generally this program can be divided in 2 days, the welcome section will include the HR formalities of filling forms (incase induction happens on the day of joining)
Point 5 can happen as an informal Chit chat session/lunch meeting just to make the employee know the individuals.
Normally you will realise that employee are more interested in Policies like - Leave, CLA, T&D. They are also looking for career growth and opportunities in store for them.
Section 8&9 would be applicable only incase the company has a structured Admin and Finance team.
Hope this can help you develope a formal program.
From United States,
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(Fact Checked)-The user's reply is generally accurate in terms of outlining the structure for a new employee orientation program. However, it is advisable to ensure that the information provided aligns with the organization's policies and procedures. Additionally, a brief mention of workplace health and safety could be beneficial to cover all essential aspects. (1 Acknowledge point)
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I would say just give first five and long snacks & chit chat time with small quiz time and short lecture rom a hr leader.. and rest them give hand out etc.. :?
From India, Delhi
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From India, Delhi
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Hello Sridharan,
I am doing my M.B.A with HR as my specialization. Could you please help me by sharing your knowledge since you are very experienced? I am doing a research study on "EMPLOYEE ATTRITION IN INDIA". Could you suggest some books, websites, or presentations on this topic? It would be of great help. I hope you can provide a solution. I am eagerly waiting for your reply.
Thank you,
Ayesha.
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I am doing my M.B.A with HR as my specialization. Could you please help me by sharing your knowledge since you are very experienced? I am doing a research study on "EMPLOYEE ATTRITION IN INDIA". Could you suggest some books, websites, or presentations on this topic? It would be of great help. I hope you can provide a solution. I am eagerly waiting for your reply.
Thank you,
Ayesha.
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Hi, Does anyone have a ppt on THE TOPIC-"EMPLOYEE ATTRITION".Pls it would be of great help if you help me on this one.Any help on this topic is most welcome.REPLY SOON. With regards, Ayesha.
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INDUCTION
Here are some useful tips.
INDUCTION
The induction should be simple to understand but must be complete to create satisfaction in the minds of the new employee.
This induction should cover three specified areas:
- Corporate culture
- Policies and procedures
- Safety, benefits, rights, and responsibilities.
ORGANIZATION
- History
- Mission
- Vision
- Organizational Philosophy
- Organizational objectives
- Organizational structures
- Industry
- Products and services
- Customers
- Employee's department
- Facilities
COMPENSATION
- Pay schedule
- Payroll deductions
- Worker's compensation (if any)
BENEFITS
- Medical (if any)
- Life insurance
- Pension
- Credit union (if any)
- Employee purchase (if any)
- Service rewards
ATTENDANCE
- Work hours
- Rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
- Holidays
- Leave policy
HEALTH AND SAFETY
- Safety guidelines
- First aid
- Emergency procedure
SECURITY
- Security procedures
- Restricted areas
- Confidentiality
COMMUNICATION
- Company newsletter
- Bulletin board
- Employee handbook
- Emails
TRANSPORTATION
- Company bus (if any)
- Parking
- Travel policies
- Travel expenses
PERSONAL
- Rest breaks
- Meal breaks
- Smoking policy
- Canteen locations
PERFORMANCE/RESPONSIBILITIES
- Expectation from the employees
- Ethical standards
- Conflict of interest
- Probationary period
- Dress code
- Performance reviews
- Suggestion box
- Equal opportunity
- Sexual harassment
- Etc.
Regards,
LEO LINGHAM
From India, Mumbai
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Here are some useful tips.
INDUCTION
The induction should be simple to understand but must be complete to create satisfaction in the minds of the new employee.
This induction should cover three specified areas:
- Corporate culture
- Policies and procedures
- Safety, benefits, rights, and responsibilities.
ORGANIZATION
- History
- Mission
- Vision
- Organizational Philosophy
- Organizational objectives
- Organizational structures
- Industry
- Products and services
- Customers
- Employee's department
- Facilities
COMPENSATION
- Pay schedule
- Payroll deductions
- Worker's compensation (if any)
BENEFITS
- Medical (if any)
- Life insurance
- Pension
- Credit union (if any)
- Employee purchase (if any)
- Service rewards
ATTENDANCE
- Work hours
- Rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
- Holidays
- Leave policy
HEALTH AND SAFETY
- Safety guidelines
- First aid
- Emergency procedure
SECURITY
- Security procedures
- Restricted areas
- Confidentiality
COMMUNICATION
- Company newsletter
- Bulletin board
- Employee handbook
- Emails
TRANSPORTATION
- Company bus (if any)
- Parking
- Travel policies
- Travel expenses
PERSONAL
- Rest breaks
- Meal breaks
- Smoking policy
- Canteen locations
PERFORMANCE/RESPONSIBILITIES
- Expectation from the employees
- Ethical standards
- Conflict of interest
- Probationary period
- Dress code
- Performance reviews
- Suggestion box
- Equal opportunity
- Sexual harassment
- Etc.
Regards,
LEO LINGHAM
From India, Mumbai
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INDUCTION
Here are some useful tips.
INDUCTION
The induction should be simple to understand but must be complete to create satisfaction in the minds of the new employee.
This induction should cover three specified areas:
- Corporate culture
- Policies and procedures
- Safety, benefits, rights, and responsibilities.
ORGANIZATION
- History
- Mission
- Vision
- Organizational Philosophy
- Organizational objectives
- Organizational structures
- Industry
- Products and services
- Customers
- Employees' department
- Facilities
COMPENSATION
- Pay schedule
- Payroll deductions
- Worker's compensation (if any)
BENEFITS
- Medical (if any)
- Life insurance
- Pension
- Credit union (if any)
- Employee purchase (if any)
- Service rewards
ATTENDANCE
- Work hours
- Rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
- Holidays
- Leave policy
HEALTH AND SAFETY
- Safety guidelines
- First aid
- Emergency procedure
SECURITY
- Security procedures
- Restricted areas
- Confidentiality
COMMUNICATION
- Company newsletter
- Bulletin board
- Employee handbook
- Emails
TRANSPORTATION
- Company bus (if any)
- Parking
- Travel policies
- Travel expenses
PERSONAL
- Rest breaks
- Meal breaks
- Smoking policy
- Canteen locations
PERFORMANCE/ RESPONSIBILITIES
- Expectation from the employees
- Ethical standards
- Conflict of interest
- Probationary period
- Dress code
- Performance reviews
- Suggestion box
- Equal opportunity
- Sexual harassment, etc.
IS THIS WHAT YOU WANT?
Regards,
LEO LINGHAM
LEO LINGHAM
From India, Mumbai
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Here are some useful tips.
INDUCTION
The induction should be simple to understand but must be complete to create satisfaction in the minds of the new employee.
This induction should cover three specified areas:
- Corporate culture
- Policies and procedures
- Safety, benefits, rights, and responsibilities.
ORGANIZATION
- History
- Mission
- Vision
- Organizational Philosophy
- Organizational objectives
- Organizational structures
- Industry
- Products and services
- Customers
- Employees' department
- Facilities
COMPENSATION
- Pay schedule
- Payroll deductions
- Worker's compensation (if any)
BENEFITS
- Medical (if any)
- Life insurance
- Pension
- Credit union (if any)
- Employee purchase (if any)
- Service rewards
ATTENDANCE
- Work hours
- Rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
- Holidays
- Leave policy
HEALTH AND SAFETY
- Safety guidelines
- First aid
- Emergency procedure
SECURITY
- Security procedures
- Restricted areas
- Confidentiality
COMMUNICATION
- Company newsletter
- Bulletin board
- Employee handbook
- Emails
TRANSPORTATION
- Company bus (if any)
- Parking
- Travel policies
- Travel expenses
PERSONAL
- Rest breaks
- Meal breaks
- Smoking policy
- Canteen locations
PERFORMANCE/ RESPONSIBILITIES
- Expectation from the employees
- Ethical standards
- Conflict of interest
- Probationary period
- Dress code
- Performance reviews
- Suggestion box
- Equal opportunity
- Sexual harassment, etc.
IS THIS WHAT YOU WANT?
Regards,
LEO LINGHAM
LEO LINGHAM
From India, Mumbai
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Hi all, Am uploading my ppt for reference...suggestions and coments are welcome... We plan to have a brief one on one session with all HOD’s post the presentation.
From India, New Delhi
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From India, New Delhi
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(Fact Checked)-[response] Your plan to have a one-on-one session with HODs post-presentation is beneficial for new joiners' integration. Ensure it complies with company policies. (1 Acknowledge point)
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Hi Amruth The induction acitivity you described sounds really interesting & fun! What a way to start off employees in their new posting!! All the best 8)
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Hi all,
I'm currently pursuing my MBA at TAPMI. As part of my summer project, I need to structure a welcome letter to new employees and also an annexure that will include relevant information for outstation as well as other employees. For example:
- About the city
- Weather
- Guesthouse facility
- Food
- Relocation entitlement
- City map
- Brokers
- Facilities at the office such as doctor on call, canteen, transport facilities, parking facilities, etc.
- Working hours
- Dress code
- Strength of employees at the local office & other offices
I would appreciate suggestions on other relevant information to include in this annexure. Any additional recommendations regarding the welcome letter and annexure are welcome.
Looking forward to replies.
Thanks in advance.
Kala
From India
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I'm currently pursuing my MBA at TAPMI. As part of my summer project, I need to structure a welcome letter to new employees and also an annexure that will include relevant information for outstation as well as other employees. For example:
- About the city
- Weather
- Guesthouse facility
- Food
- Relocation entitlement
- City map
- Brokers
- Facilities at the office such as doctor on call, canteen, transport facilities, parking facilities, etc.
- Working hours
- Dress code
- Strength of employees at the local office & other offices
I would appreciate suggestions on other relevant information to include in this annexure. Any additional recommendations regarding the welcome letter and annexure are welcome.
Looking forward to replies.
Thanks in advance.
Kala
From India
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(Fact Checked)-The annexure should also include details on company policies, emergency contacts, and cultural norms. Consider adding FAQs for clarity. (1 Acknowledge point)
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Hello everyone,
I'm a PR professional from Chile (South America), and all these posts have been very useful for me as I'm designing the new induction process for the company that I work for. If there is anything I can do for you related to Corporate Affairs and CSR, please let me know.
Best regards, Enrique Damm.
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I'm a PR professional from Chile (South America), and all these posts have been very useful for me as I'm designing the new induction process for the company that I work for. If there is anything I can do for you related to Corporate Affairs and CSR, please let me know.
Best regards, Enrique Damm.
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Hi Kala,
Office layout is a must and will be of great help for new employees. Important contact numbers such as HR/Admin Managers, Security Managers, and board numbers for current and other offices might be useful for new joiners. You can also include information about the nearest Police Station, Hospital/s, Income Tax office, Bank/s, Chemist/s, Market, Airport, Interstate Bus Terminal, Metro, and Railway Station, etc.
Regards,
Sourabh
From India, Delhi
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Office layout is a must and will be of great help for new employees. Important contact numbers such as HR/Admin Managers, Security Managers, and board numbers for current and other offices might be useful for new joiners. You can also include information about the nearest Police Station, Hospital/s, Income Tax office, Bank/s, Chemist/s, Market, Airport, Interstate Bus Terminal, Metro, and Railway Station, etc.
Regards,
Sourabh
From India, Delhi
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Dear Soniya, Pls send me the ppt slides of Joining Formalities, Induction Formalities and Exit Formalities. if it would be possible for u. pls, send it. :oops: :P Rgds. Shilvant
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Hi all,
Thank you for your valuable suggestions. I work for a software company, and here is how we operate:
- About the company: Managed by the Managing Director (M.D)
- General Policies: Managed by the HR department
- Technical Discussions: Led by the Technical Head
Is this the right approach, or do you have any suggestions regarding the same?
Thanks,
Nupur
From India, Delhi
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Thank you for your valuable suggestions. I work for a software company, and here is how we operate:
- About the company: Managed by the Managing Director (M.D)
- General Policies: Managed by the HR department
- Technical Discussions: Led by the Technical Head
Is this the right approach, or do you have any suggestions regarding the same?
Thanks,
Nupur
From India, Delhi
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Hi,
I wonder if you can help me. I am assigned to plan and design the induction program for the company I'm working for. I would like to know if there is anything that you can provide me regarding this.
Thank you.
From South Africa, Johannesburg
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I wonder if you can help me. I am assigned to plan and design the induction program for the company I'm working for. I would like to know if there is anything that you can provide me regarding this.
Thank you.
From South Africa, Johannesburg
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Hi Sonali,
You can start with a corporate movie if your company has one. Then, you can have a brief write-up of the activities of departments such as Production, Engineering, HR, Purchase, Quality Control, Quality Assurance, etc., allocating 30 minutes to one hour for each department where the new employee will be taken around. I am attaching a format for your reference, which we follow at our company. Hope this will be useful to you.
From India, Hyderabad
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You can start with a corporate movie if your company has one. Then, you can have a brief write-up of the activities of departments such as Production, Engineering, HR, Purchase, Quality Control, Quality Assurance, etc., allocating 30 minutes to one hour for each department where the new employee will be taken around. I am attaching a format for your reference, which we follow at our company. Hope this will be useful to you.
From India, Hyderabad
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(Fact Checked)-[The suggestion to include a corporate movie and provide departmental overviews for new joinees is good. However, it's important to ensure that the information presented aligns with company policies, relevant laws, and employee rights. Consider incorporating more details on company culture, values, anti-discrimination policies, and safety protocols for a comprehensive onboarding experience.] (1 Acknowledge point)
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Hey Amruth,
Can you give us some ideas on how to go about the treasure hunt? It's exactly what I want to do, but I need a clear-cut plan. What kind of clues to give, and what kind of learning does one get from it? Please do let me know. Thanks!
Amrita
From India, Madras
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Can you give us some ideas on how to go about the treasure hunt? It's exactly what I want to do, but I need a clear-cut plan. What kind of clues to give, and what kind of learning does one get from it? Please do let me know. Thanks!
Amrita
From India, Madras
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Hi Sonali,
You can check this one out in respect to a treasure hunt. Divide the new joiners into teams and then give them hints that will lead them from one department to the other. They will become familiar with key areas in the organization, meet key people, and thus gain a better understanding of the people and processes. This activity will not only be fun but will also create a sense of team bonding and facilitate learning at the same time.
Please reply if you find this idea beneficial.
Regards,
Aranyak
From India, Thana
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You can check this one out in respect to a treasure hunt. Divide the new joiners into teams and then give them hints that will lead them from one department to the other. They will become familiar with key areas in the organization, meet key people, and thus gain a better understanding of the people and processes. This activity will not only be fun but will also create a sense of team bonding and facilitate learning at the same time.
Please reply if you find this idea beneficial.
Regards,
Aranyak
From India, Thana
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(Fact Checked)-The suggestion about organizing a treasure hunt for new joiners is creative and can foster team bonding. It's a great way to introduce them to the organization effectively. (1 Acknowledge point)
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Hi Sonali,
A couple of things I would suggest are dividing the induction into two parts. In the first part, you may include general information about the company, vision, mission, and the general policies as suggested by most of us. The second aspect could involve dividing the group into their respective departments (e.g., if someone is hired for accounting or admin) and then informing them about these departments and their roles.
During my short career and knowing people, I have noticed that individuals join an organization without a clear understanding of what they will be doing. Therefore, it is essential to communicate what is expected of them. Share the company's plans for them and highlight the growth stories of some employees who started at junior levels or lower salaries but have now progressed in their roles and responsibilities. It feels great to know about the people around you.
I hope this makes sense.
Thanks,
Amit
From India, New Delhi
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A couple of things I would suggest are dividing the induction into two parts. In the first part, you may include general information about the company, vision, mission, and the general policies as suggested by most of us. The second aspect could involve dividing the group into their respective departments (e.g., if someone is hired for accounting or admin) and then informing them about these departments and their roles.
During my short career and knowing people, I have noticed that individuals join an organization without a clear understanding of what they will be doing. Therefore, it is essential to communicate what is expected of them. Share the company's plans for them and highlight the growth stories of some employees who started at junior levels or lower salaries but have now progressed in their roles and responsibilities. It feels great to know about the people around you.
I hope this makes sense.
Thanks,
Amit
From India, New Delhi
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Hi Sonali,
A couple of things I would suggest are to divide the induction into two parts. In the first part, you may include general information about the company, vision, mission, and the general policies as suggested by most of us. The second aspect could involve dividing the group into their respective departments (e.g., if someone is hired for accounting or admin) and then informing them about these departments and their roles.
During my short career and interactions with people, I have noticed that individuals join an organization but are often unaware of what exactly they will be doing. It is crucial to let them know what is expected of them. Share information about the company's plans for them, especially for employees who started at junior levels or lower salaries and their progression in roles and responsibilities. It is fulfilling to know about the people around you.
I hope this makes sense.
Thanks,
Amit
From India, New Delhi
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A couple of things I would suggest are to divide the induction into two parts. In the first part, you may include general information about the company, vision, mission, and the general policies as suggested by most of us. The second aspect could involve dividing the group into their respective departments (e.g., if someone is hired for accounting or admin) and then informing them about these departments and their roles.
During my short career and interactions with people, I have noticed that individuals join an organization but are often unaware of what exactly they will be doing. It is crucial to let them know what is expected of them. Share information about the company's plans for them, especially for employees who started at junior levels or lower salaries and their progression in roles and responsibilities. It is fulfilling to know about the people around you.
I hope this makes sense.
Thanks,
Amit
From India, New Delhi
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(Fact Checked)-The user reply contains relevant suggestions for the induction process, emphasizing the importance of sharing specific job roles and responsibilities with new joiners, which is crucial for effective onboarding. (1 Acknowledge point)
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Hi Amruth,
I share the same thought regarding innovative and interesting induction programs. I have had enough of humdrum induction programs and would like to create a program that actively involves people rather than being a wearisome session. I need this ASAP and would greatly appreciate your quick response on the matter. If you can share a sample format, that would be fantastic! 😊
Hope to hear back soon!
Thanks & Regards,
Bhawna Kumar
sachdeva.bhawna@gmail.com
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I share the same thought regarding innovative and interesting induction programs. I have had enough of humdrum induction programs and would like to create a program that actively involves people rather than being a wearisome session. I need this ASAP and would greatly appreciate your quick response on the matter. If you can share a sample format, that would be fantastic! 😊
Hope to hear back soon!
Thanks & Regards,
Bhawna Kumar
sachdeva.bhawna@gmail.com
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)
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Presentation ON Employee Motivation.ppt
Induction of new employee.doc
CiteHR.AI
(Fact Checked)-[The user's reply contains relevant and accurate information on what to include in an induction PowerPoint presentation for new joiners. The points mentioned align well with standard practices in onboarding new employees.] (1 Acknowledge point)