For any new joiner, the first day, week, month, the first 3 months, 6 months, and the first year are very critical from the stability and retention point of view. Kindly share the best practices of your organization that are utilized as touchpoints during the above-mentioned period.
From India, Mumbai
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From India, Mumbai
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Every employee must know the procedures, working systems of the company, policies, products, nature of business, customer base, along with the immediate working conditions of their employment. Even though they may not belong to a particular department, they should have knowledge of other functions within the company and their working relations.
Considerations for Induction Process
You may consider the following touchpoints in your induction process:
- Welcome Letter
- Joining formalities
- Company History
- Management Team
- Growth and People Development
- Introduction of other departments
- Small presentations about working departments
- Speech from TOP Level
- Understanding the processes (products, business, customer information)
- HR Policies
- Admin Policies
- Departmental Introduction
- Orientation
- Code of Conduct
- Closing Day
The induction should be presented in PowerPoint slides with a proper schedule.
Regards,
Mahendra
From India, Hyderabad
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4Considerations for Induction Process
You may consider the following touchpoints in your induction process:
- Welcome Letter
- Joining formalities
- Company History
- Management Team
- Growth and People Development
- Introduction of other departments
- Small presentations about working departments
- Speech from TOP Level
- Understanding the processes (products, business, customer information)
- HR Policies
- Admin Policies
- Departmental Introduction
- Orientation
- Code of Conduct
- Closing Day
The induction should be presented in PowerPoint slides with a proper schedule.
Regards,
Mahendra
From India, Hyderabad
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Thanks, we already have all the above in place. Basically, after the completion of the planned induction, it is generally observed that HR loses touch with the employee, and he/she feels left out. Hence, at regular intervals, we need to touch base to ensure the required comfort.
From India, Mumbai
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From India, Mumbai
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Mentorship Program for Newcomers
Identify some knowledgeable people across the organization and give them mentor status. Distribute the newcomers among these mentors; the mentorship period should be a minimum of 6 months. As an HR facilitator, closely work with these mentors, obtain inputs, and once a month, have an interaction with all the newcomers along with the mentors for an hour.
In addition to this, it's beneficial to develop an additional team for mentorship. This can help reduce the load on senior mentors and provide a standby if required. You should ask the newcomers about the differences between their previous company and the current one, as well as their recommendations for improving the workplace atmosphere. Confidentially, gather inputs on the behavioral aspects of most employees from the new entrants. This part should be handled very logically.
Regards,
Kamesh
From India, Hyderabad
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Identify some knowledgeable people across the organization and give them mentor status. Distribute the newcomers among these mentors; the mentorship period should be a minimum of 6 months. As an HR facilitator, closely work with these mentors, obtain inputs, and once a month, have an interaction with all the newcomers along with the mentors for an hour.
In addition to this, it's beneficial to develop an additional team for mentorship. This can help reduce the load on senior mentors and provide a standby if required. You should ask the newcomers about the differences between their previous company and the current one, as well as their recommendations for improving the workplace atmosphere. Confidentially, gather inputs on the behavioral aspects of most employees from the new entrants. This part should be handled very logically.
Regards,
Kamesh
From India, Hyderabad
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Employee-engage ment.prn_190.pd f
Employee engagement.ppt