Induction is a process which introduces new recruits to the organisation. Too often an induction 'programme' consists of a couple of hours of presentations with very little interaction. Induction should be a natural progression from recruitment and an ongoing integration into the working environment.
Aims of Induction
Staff induction should be dealt with in an organised and consistent manner. This enables new staff to be introduced to their new post efficiently so that they can start to contributing to the organisational goals as soon as possible. Good induction practice will include many organisation specific aims but in general should at least;
- Enable new employees to settle in quickly and become productive and efficient members of staff
- Ensure that new staff are highly motivated from the beginning and remain motivated
- Assist in reducing staff turnover, lateness, absenteeism and poor performance
- Assist in developing and creating a management style where the emphasis is on leadership
- Ensure that employees operate in a safe environment
- Reduce costs associated with repeated recruitment, training and lost production
Induction Programmes
Induction programmes should include a mixture of activities which are planned with individual recruits. Many organisations start and end induction processes with an introductory talk about the organisation the new recruits have joined. Induction should start with the offer letter of employment and should reflect the individual development needs required for their job.
There are many activities which can make up a robust, informative and impressive induction programme. The traditional presentation method is very effective at providing information about the organisation and how it works. Specific job role induction should take place within individual departments and include introductions to other work colleagues and the opportunity to network. Access to online induction programmes which might cover specific areas like health and safety provide a much more interactive way to cover dry subjects. Some organisations spend a lot of time ensuring that activities are fun through quizzes and games but ensure that induction objectives are achieved.
Induction programmes should not end on day one, but should at least cover the first months of employment and lead naturally to the organisations staff development system e.g. Appraisals.
Induction Checklist
There are certain areas and organisational information that all inductions should include.
- Administration- this is something which is usually performed on the first day and includes introductions to relevant staff members, answering the telephone, dress code and location of staff amenities . The administration of personal documents relating to employment should also be covered in this area.
- The Job- New staff should be introduced to the specifics around their role within the first week. This will include clarification of the job description, introduction to the performance management and staff development systems, explanations of systems and services provided and responsibilities of their line manager.
- The Organisation- many organisations provide a presentation on the first day, but this could realistically take to up to a month. This will include the dissemination of information about organisational strategies, objectives and relevant business plans. Structures of the organsiation and its various departments and teams should also be explained. Organisation specific induction should also include an introduction to the senior managers and communication channels in general.
- Policies and Procedures- this will be very organsiation specific. General policy and procedures that all staff should be made aware of include health and safety, sickness absence reporting, holiday leave arrangements, security procedures, equal opportunities and grievance procedures. It is impossible to cover all of these on day one, but new staff should be familiar with them within the first three months of employment.
Staff induction should be a series of onoing activities for new recruits. It is essential in providing new staff with the time and information to develop an understanding about their role and the larger organisational picture. If carried out efficiently it ensures that new staff can start contributing to the organisations objectives and the bottom line.
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