Hi, our company is a newly established ITES firm in Hyderabad. We are currently in the process of designing HR induction and manual policies. Could anyone assist me in structuring/designing these documents, considering that our employee strength ranges from 80 to 100?
Thank you.
From India, Bangalore
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1Thank you.
From India, Bangalore
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Induction Program Structure
Your induction program will depend on the availability and the amount of time your new hires have before they are scheduled for the pre-process and process training to become billable. I suggest considering bifurcating the information into primary, without which they will find it difficult to function, and secondary, which will require a greater amount of time and focus to create the required change in behavior.
The primary information would include a brief introduction to the company, its founders, leaders, business, clients, and operational details such as how to use the in-house ERP system to apply for leaves and update any personal information as applicable.
Culture building can be made a part of the pre-process training. Two weeks would offer far greater opportunities to bring in and observe the change required in the new hires.
Prime information about the policies and benefits can be provided through the Day 1 orientation program. However, allow the new hires to revert in case they have any queries.
Please share more about the limitations that your implementation might face. Looking forward to hearing from you.
Regards,
[Cite Contribution]
From India, Mumbai
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Your induction program will depend on the availability and the amount of time your new hires have before they are scheduled for the pre-process and process training to become billable. I suggest considering bifurcating the information into primary, without which they will find it difficult to function, and secondary, which will require a greater amount of time and focus to create the required change in behavior.
The primary information would include a brief introduction to the company, its founders, leaders, business, clients, and operational details such as how to use the in-house ERP system to apply for leaves and update any personal information as applicable.
Culture building can be made a part of the pre-process training. Two weeks would offer far greater opportunities to bring in and observe the change required in the new hires.
Prime information about the policies and benefits can be provided through the Day 1 orientation program. However, allow the new hires to revert in case they have any queries.
Please share more about the limitations that your implementation might face. Looking forward to hearing from you.
Regards,
[Cite Contribution]
From India, Mumbai
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HR Policy Manual FINAL except Car Policy (3).doc
HR INDUCTION MANUAL.ppt