Explain the contents of an employee induction programme.

The term Induction means installation or initiation. Induction is a technique in which a new employee is introduced to the purposes, policies and practices of the organization, nature of work, working conditions, norms and ethos of the organization.

 The induction of new employees is critical for modern organizations. The new hire does not contribute to the results of the organization. The induction program helps to shorten the learning curve, accommodate the new hire in the organization. Additionally, the induction program is a test for the employee. The recruitment and selection does not prevent the organization from unsuccessful hires fully. The adaptation period identifies the unsuccessful hires and eliminates them from the organization.

Objectives of Induction Programme:

·         Make employee comfortable

·         Reduce their anxiety

·         Help to adjust them to the new environment

·         Provide them information about the job.

The content of the Induction Program is extremely valuable as the process works at 100% and increases the performance of the organization. Human Resources Professionals need to prepare the attractive Induction Program for new hires. The Induction Program brings new hires into the organization. The new hires build their relationship with the organization and the attractive content on the induction program helps to build the positive image. The new hires do not build the relationship just on the basis of the job content. The emotions are extremely valuable, as well. The induction program has to provoke the positive emotions.

The induction program should last several months and it should begin before the start date. The new hire does not feel as the member of the organization from the first day. The newcomer needs time to learn the corporate culture, build the network of informal friends and recognize the importance of formal processes.

The ideal structure of the Induction Program is:

• Welcome Pack
• Induction Day
• General Orientation by the staff
• Specific orientation by the supervisor
• Goals for the Induction Period
• Meeting Plan
• Mentoring

HR should not forget to send the Welcome Pack for the New Hires. The welcome pack should be sent before the start date. It informs the new employee about the corporate culture, corporate values and necessary documentation. The welcome pack includes the engaging information about the company and its internal processes. The new hires want to know more about the company and the welcome pack should answer their questions. The welcome pack can include the specific website address, which helps to connect new hires.

The Induction Day is the formal training for the new employees. They receive the same information at once. Many organizations make the Induction Day extremely frustrating. It consists from a number of different presentations, and it does not bring the value added. Each company tries to bring the new and better Induction Day. It is a mission impossible. It is better focus on the rest of the Induction Program.

General Orientation by the staff: In this general information regarding the history and code of conduct of the firm is given. The main purpose of this is to build up the positive image of the organization in the eyes of an employee and fill the employee with a sense of pride that he is part of such reputed organization

Specific orientation by the supervisor: It is usually done in the department of new joiner where he is supposed to work. Here he is explained about the work and other departments with whom he needs to coordinate to get the work done.

The goals for the induction period are extremely influential. The new hire does receive the challenges for the initial period of employment. Many new hires are not productive from the beginning. The initial goals help to them to orientate in the organization. The goals push them to find the right contacts.

The manager should set up the regular meeting plan of the new hire with the rest of the team and other influential people for the job. The manager has contacts and understands the roles and responsibilities of the new employee. The manager can schedule initial meetings to know each other. The manager should choose the informal mentor for the new employee.