Induction Plan
Induction Plan
Induction Plan
Templates
New employees usually need to be introduced to the company and oriented
to understand the company's processes, culture, and ethics. For the
process to be effective, an induction template is established and given to
the new hires, where they fill with the assistance of line managers.
Employing new staff requires the exchange of personal information for trust. During induction, employees
fill their information in the induction template, which includes; name, beneficiaries, hometown, emergency
number, bank details, and references.
- Agreement
The agreement is the beginning of building trust between the employer and the employee. In the agreement,
employee working welfare, safety, and health, payment details, consequences of contract termination, and
compensation should be addressed. When the employees sign the induction template, they agree to the
terms and conditions of employment.
Guess how work will be without knowing nearby restaurants, car wash, parking, hospitals, and
administration offices. New hires need to be introduced to the internal and external environment to ease
work strains. The line managers are in charge of introducing the recruits to the environments, and it is
clearly stated in the induction template.
New employees have no clue of the company's history and informing them of previous projects, and the
means used to accomplish the projects is crucial. The knowledge will aid in planning on how to tackle the
assigned projects to meet the required target.
- Schedule
A schedule helps in assigning new employees duties, time management and keeps them focused. Schedule
reduces time wastage, and the right things are done at the right time.
These areas might contribute directly to how you manage and implement your performance appraisal
system for an employee.
1. Day one
The new hires are welcomed warmly by the management and introduced to the existing team. They share
breakfast, greet, and everyone introduces themselves. They are given badges and other formal documents to
fill. The human resource manager explains the job description and the company's expectations. Day one is
usually an open meeting for expressing personal views. The new hires are assured that they are in the
company to stay. They are allocated buddies to guide them through the workplace.
New hires are taken through the company premises by their buddies, introduced to the duties, and shown
how to execute them. Training team plans for training on day two.
Employees at three weeks old are introduced fully to their roles and are allowed to work independently.
The new employees become conversant with the workplace, their roles, and systems. They become
responsible for their activities, and the training team reduces inspection time. The training team visits them
once in a while to get feedback and write a report.
5. Up to six months
The company can rely on the employees for decision-making, measure their output for possible
promotions, and determine their conduct. The employees become performers and work without
consultation. Through the assistance of the training team, the new hires sign probation after the buddies and
training team give their testimonies.
When the induction is over, go back to the employees and request feedback. Let each employee give their
views freely without intimidation. Since you will receive varying answers, use them to rectify the plan.
An induction plan is the best tool for welcoming new hires to the company. It is a requirement for all
organizations to draft and implement one. Induction helps employees take the shortest time to adapt to the
working environment.
From an organizational perspective, fully online or blended corporate induction and onboarding training
programs:
1- Provide a consistent message, and the same program can be made available to a geographically
spread-out workforce.
2- Can be updated and redeployed quickly.
3- Can be adapted quickly to changing business dynamics.
4- Can be scheduled in advance, and the implementation will happen as planned.
5- Can easily track and assess learner performance.
6- Are a cheaper option and can be completed in lesser time.
The People and Organisational Development team provides more detailed guidance for administrators on
organising orientation and induction for new staff.
An online induction programme is also available to all staff, who should be encouraged to make use of this
early on in their appointment.
New employees should also be made aware of the more formal induction and training opportunities, details
of which are available from People and Organisational Development.
During the first week
The new employee should be advised, normally by the line manager, of the full requirements of their post,
and given any other information will enable them to settle in quickly and become effective. They should be
advised to look at the New to the University pages on the Staff Gateway. The departmental induction
programme might include clarification of:
the core duties and responsibilities of the job, by reference to the job description, etc.
any work protocols, guidelines or other relevant written information (including health and safety
information)
supervisory arrangements, including who the employee should approach if they have any queries or
problems at work
any training or development needs (a useful summary of available training is available from the Staff
Gateway
basic terms and conditions of employment, including working hours and who to contact if unable to come
into work for any reason
the departmental requirements for reporting in sick and requesting annual leave
Research staff and their supervisors should also be advised of the requirements of the Code of Practice for
the employment and career development of research staff.
Overseas new starters may need help with personal arrangements such as setting up bank account or
registering with GP (for information see the University's Welcome Service)
For new employees, in the first few weeks of a new job there is a lot that a new starter will need to
know, which can be quite overwhelming. By creating a tailored induction program for new staff, they
may feel more comfortable in their new surroundings and have a better understanding of your
business and the expectations of their role going forward.
Importance Of Induction
Induction provides new starters with important information regarding their new employment. The
induction process serves to welcome new hires to the business and help them transition into their
new role; enabling new employees to feel supported while they adjust. It is considered best practice
to provide an induction program to employees.
Induction ensures that new employees are initiated in the expectations, performance and culture of
the Company. When used strategically, the induction process can increase employee retention by
helping them understand their role and how it fits into the company. Companies that have a
structured new employee induction processes are more likely to have higher productivity within the
workforce, as the new employee may be able to add value to the business sooner if they can hit the
ground running. Employees who have undertaken a structured induction process will have a fair idea
of how the company operates.
Pre-induction process
Induction
Employee induction is an effective and efficient means of outlining workplace policies and
procedures to new starters, for providing specific information new employees need to know to do
their job, and for setting expectations within the larger context of company goals, objectives and the
business operation as a whole. An induction program should include training for new hires on how to
do their jobs safely and what to do in the event of an emergency.
Adopting an induction process for new starters can have many benefits for both employers and
employees.
Contribute to a positive workplace culture as it assists new employees to transition and assimilate
into the workplace;
Save an employer time and money, as the employee can partially self-educate through online
learning modules;
Encourage employee retention, reduce employee turnover and save on recruitment costs as it helps
employees feel welcome and valued;
Ensure operational efficiency and increase productivity – employees have a full understanding of the
company and their role within it so they can hit the ground running;
Educate employees on compliance with company policies and procedures, and Workplace Health and
Safety;
The induction process helps new employees settle into their role quicker;
New hires better understand their role and how it fits into the organisation;
New starters feel respected and valued and accepted into the organisation by team members;
New employees better understand company processes and (workplace health and safety) policies
and procedures;
New staff receive necessary information as to organisational culture and standards of behaviour to
help them assimilate;
The induction process helps establish good communication with managers and team members.
It is important that new employees are provided with information as to the purpose, direction and
values of the organisation. This allows new starters to put their role into perspective and feel part of
the business as a whole, which encourages positive contribution to the overall company goals and
vision.
The induction process helps the employee understanding the company culture and values and allows
the employer to set clear expectations regarding performance and conduct.
Once an employee has been inducted in the workplace it will be easier for the employee to adjust
and adapt to the expectations, goals, and values of the Company.
https://employsure.com.au/guides/hiring-and-onboarding/induction/
The purpose of an induction program is to help employees settle into their position at a new
company, business or organisation. To ensure the induction program is successful, create a checklist
that specifies all the documents and information new staff will receive on their first day of the job.
This checklist does not need to be long, but the induction should cover at least the following:
an introduction to the business, colleagues and important stakeholders (eg. team leader)
an overview of the organisational history, structure, visions, culture and values
employee handbook briefing and reference to the code of conduct
job description for the employee such as title, roles, and responsibilities
roster or work schedule
copy of their employment agreement, company handbook and HR manual
Work Health and Safety information (layout of premises, including fire exits, first aid
facilities; overview of WHS policies)
induction and setup of workstation and systems
overview of upcoming key dates and events
provided with tools of trade (ID, keys, name badge, swipe card, phone etc.)
contact list of staff members
At the end of the induction, ask the employee if they have any questions or concerns they would like
to address. It’s considered best practice to give the employee plenty of written material they can
reference later to refresh their knowledge.
For compliance purposes, you should also require the new employee to provide you with copies of
the following:
Traditionally an Induction day is the first day that the new starter attends their new workplace to
receive important information about their new employment. Ideally, induction programs should be
implemented from the first day of work with activities spread over two to three hours each morning
over the first one to two weeks. This allows the employee to assimilate information gradually and not
be overwhelmed.
Induction training should combine a variety of learning methods, and take place over a number of
days. Classroom instruction is required for providing general information to new employees that
requires personal interaction, together with self-guided e-learning for individualised job-related
information. Frequent in-person discussions with direct managers, regarding support and
organisational resources available to the new employee is essential to fostering a good working
relationship and two-way communication.
Induction training is the process of introducing a new starter to both their role within your company
and the company itself.
Pre arrival- The first stage is where the employer prepares for the arrival of the new employee. In
this stage, the employer might send out information or resources about the company and its culture.
Arrival- During this stage, the new employee arrives at the company and starts the induction process.
Training- In the training stage, the new employees are given induction training on their specific roles
and on the company’s systems and procedures.
Follow up- The employer can check in with the new employee after the initial induction period (3-6
months) to see how they are settling in and give them any additional support if needed.
https://employsure.com.au/guides/hiring-and-onboarding/induction/
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