Employee induction program differ from company to company and also depend on the type of industry. Some view induction programs as a chance to welcome and support new employees, while other companies view the induction programme as a waste of time and would rather from their new employees “hit the ground running.” The employee induction programme is an essential final piece of the hiring process because it creates the basis of the foundation between the employee and the employer, and starts the employee off with the right information to ensure the organization can get the most out of the new employee as quickly as possible. In addition for the new employee, a strong induction process helps reduce stress and anxiety associated with a new job, and improves their morale and feelings about the new job and organisation they have joined.
It is important that all new employees receive induction training at the beginning of their employment and that they are provided with all the equipment and information necessary to carry out their jobs effectively. Induction programs can vary from training or mentoring, can be conducted by HR and/or the department manager, and may last weeks or even months. Regardless of the length, these programs allow the employee to gain valuable information regarding the organization and how they will be expected to integrate in it.
Benefits of induction programs are include increased retention of newly hired employees, improved employee moral and increased productivity, not to mention an increased sense of acceptance into the organisation by the new employee. A well designed employee induction program not only saves your money and time in the long run but it avoids having that money being spent on covering absences such as hiring replacements if the induction program wasn’t well done.
A number of organizations do not provide induction training which means new employees are then left to pick up the information necessary to carry out their jobs effectively on their own or through asking, following or copying existing employees. This waste’s the organisation’s time and money and also doesn’t guarantee that the new employee will learn the “right” way of doing things.
The induction program should include:
a) An employee handbook that covers all of the organisation’s OHS policies and procedures
b) Organisational chart, and face-to-face introduction to key staff
c) Tour of the building, pointing out key items such as exits, bathrooms, meeting rooms, boardrooms, and useful offices such as IT, and personnel
d) Health and safety training if necessary
e) Guidance on how to complete day-to-day tasks and projects should take place over a number of days and can include on-the-job training from another co-worker who has been previously trained. Each task should be explained, and then the trainee should be left for a short to practise, later the trainer should come back to check on the progress, see if the information has been learnt and if they can proceed to the next task.