Effective Induction Programme for New Joiners
I am working with an Auto Ancillary company. My core areas are PMS, Talent Acquisition, and Employee Engagement. Could you please let me know how I can make my Induction Programme effective for our new joiners?
Regards,
Vivek
From India, Mumbai
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I am working with an Auto Ancillary company. My core areas are PMS, Talent Acquisition, and Employee Engagement. Could you please let me know how I can make my Induction Programme effective for our new joiners?
Regards,
Vivek
From India, Mumbai
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During the induction process, it is essential to ensure that the new employee receives complete information about the company, processes, and other relevant aspects for a smooth working process. This comprehensive onboarding approach will result in an effective induction. I have attached a link from where you can access the necessary references.
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You may cover the following things in your induction programme:
• Mission, Vision, Objectives of the company
• Go through the organisation chart
• Discuss roles and responsibilities of staff in general terms
• Purpose/Activities of the other teams/work areas
• Define goals, objectives, and expectations
• Review probation and performance and development review/ADR/appraisal process
• Company policy procedure
• Employees' benefits
• Engagement activities
From India, Coimbatore
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• Mission, Vision, Objectives of the company
• Go through the organisation chart
• Discuss roles and responsibilities of staff in general terms
• Purpose/Activities of the other teams/work areas
• Define goals, objectives, and expectations
• Review probation and performance and development review/ADR/appraisal process
• Company policy procedure
• Employees' benefits
• Engagement activities
From India, Coimbatore
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Dear Vivek,
Include topics indicated by Mr. Karthik and make a PowerPoint presentation. Add photographs and slides that are visual. For example:
1. Photographs of the method of attendance registering (if you have an attendance tracking device).
2. Photographs of important locations (dining hall, meeting rooms, conference halls, training halls, etc.).
3. Photographs of employee engagement activities.
4. Celebrations done in the company every year.
5. Organizational chart of the whole organization with photographs and the chart of the department the candidate has to work in.
By doing it this way, you can follow a sequence and ensure you do not miss out on anything during the induction.
You can also suggest that other persons carrying out induction in different departments follow a structured process. Of course, the content of the induction program may vary from person to person as new entrants may join different departments.
For example, the technical content and duration of induction for the Quality Assurance department may vary for a candidate joining the HR department compared to one joining the Quality Assurance department. This is because the emphasis on technical matters for an HR person will be relatively less than for someone joining Quality Assurance.
On the other hand, if the same content is repeated for all candidates by the Quality Assurance department, it may become uninteresting and a waste of time.
Regards,
M.V. Kannan
From India, Madras
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Include topics indicated by Mr. Karthik and make a PowerPoint presentation. Add photographs and slides that are visual. For example:
1. Photographs of the method of attendance registering (if you have an attendance tracking device).
2. Photographs of important locations (dining hall, meeting rooms, conference halls, training halls, etc.).
3. Photographs of employee engagement activities.
4. Celebrations done in the company every year.
5. Organizational chart of the whole organization with photographs and the chart of the department the candidate has to work in.
By doing it this way, you can follow a sequence and ensure you do not miss out on anything during the induction.
You can also suggest that other persons carrying out induction in different departments follow a structured process. Of course, the content of the induction program may vary from person to person as new entrants may join different departments.
For example, the technical content and duration of induction for the Quality Assurance department may vary for a candidate joining the HR department compared to one joining the Quality Assurance department. This is because the emphasis on technical matters for an HR person will be relatively less than for someone joining Quality Assurance.
On the other hand, if the same content is repeated for all candidates by the Quality Assurance department, it may become uninteresting and a waste of time.
Regards,
M.V. Kannan
From India, Madras
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Induction, Orientation & Integration.doc
NEW EMPLOYEE ORIENTATION HANDBOOK.doc.pd f