Onboarding and Induction
An induction programme is an important process to bring new staff into your organisation. It provides an introduction to the work environment and the set-up of the Employee within the organisation. If it is well planned and executed, it will result in an increase in staff productivity and reduce the rate of turnover.
Good induction programmes ensure new starters are retained, and that they settle in quickly and happily to a productive role. Induction training is more than skills training. It's about the basics that established employees all take for granted: what the hours of work are; where the notice-board is; what's the process for holidays, sickness; where's the kitchen; what's the dress code; where the toilets are. New employees need to understand the organisation's mission, goals, values and philosophy. Its personnel practices, health and safety rules, and of course the job they're required to do, with clear methods, timescales and expectations.
Induction programmes offer an early opportunity to establish clear foundations and expectations. Particularly, in terms of ethics, integrity, corporate social responsibility, and all the other converging concepts in this area that are the basis of all good modern responsible organisation.
Professionally organised and delivered induction programme is your employees' first proper impression of you and your organisation. It provides an excellent opportunity to reinforce their decision to come and work for you.
It is usually the responsibility of a manager to ensure that induction training is properly planned for the new Employee. Even if the head office or another 'centre' handles induction training - you must make sure it's designed and organised properly for your new starter.
An induction plan is best put in place before the new Employee starts, and everyone involved in the training is copied in. Then the new Employee and all other staff committed can see what's happening and that everything important is covered. Creating a suitable induction plan for each new Employee will enable them to do their job better, quicker, and with less reliance on your time in the future. Employees who are not properly inducted tend to require a lot more looking after.
As with other types of training, the learning and development can be achieved through very many different methods - use as many as you need to and which suit the individuals and the group, but remember that induction training by its nature requires a lot more hand-holding than other types of training.
General training relating to the organisation, including values and philosophy as well as structure and history.
Organisation staff policies and guidelines talk to and provide a copy of the organisation’s code of conduct and any other documents that clearly show the expectation of individuals and of others and the working parameters. A code of conduct can contain a bottom line, i.e. "we have a zero-tolerance of discrimination or bias, bullying or unfair treatment of ourselves and others".
Mandatory training relating to health, safety and wellbeing and other essential or legal areas.
Job training relating to the role that the new starter will be performing.
Training evaluation, entailing confirmation of understanding, and feedback about the quality and response to the training.
And while not strictly part of the induction training stage, it's also helpful to refer to and discuss personal strengths and personal development wishes and aspirations, so that people see they are valued as individuals with their own unique potential, rather than just being a name and a function. This is part of making the job more meaningful for people - making people feel special and valued - and the sooner this can be done, the better.
Take the opportunity to involve your existing staff in the induction process. Have them create and deliver sessions, do demonstrations, accompany, and mentor the new starters wherever possible. This can be helpful and enjoyable for the existing staff members too, and many will find it rewarding and developmental for themselves. When involving others, ensure delivery and coverage is managed and monitored through the process.