The benefits of induction programs are vast and include: increased retention of
newly hired employees, improved employee morale and increased productivity. A
properly crafted induction program will save you time and money in the long run;
money that might have ended up being spent on covering absences and hiring replacements
if induction isn't done well.
Induction is the second stage (after attraction)
of contact between you and your new employee, so why not spend some time making
sure you get it right?
Ideally an induction program should include:
a) Introduction to important staff (not just a quick hello but sufficient
time to get acquainted and understand their job role)
b) Tour of the building,
pointing out fire exits, bathrooms, meeting rooms, boardrooms, useful offices
such as IT support staff, administration staff etc. Don't forget to show them
where to find office stationery and the position of photocopiers / faxes.
Health and safety training as necessary dependent on job role; may include items
such as manual handling and where to find the health and safety notice board.
d) How to complete day to day tasks and where to find the necessary folders
The fourth task is the most important but often the most likely
to be overlooked. It should take place over a number of days dependent on the
availability of the staff carrying out the training. Ideally each task should
be explained, then the trainee should be left for a short while to practice. Following
this, the trainer should then return to clarify progress, check misunderstandings
and then start the next task.
Induction Trainer Guidelines
1) Give the trainee your details to get hold of you by any method they choose
- telephone, email, face to face.
2) Provide training materials, at least
a quick reference guide - ideally a full manual explaining the task.
Call back regularly to check on progress. Just because you haven't hear from them
doesn't mean they are okay - they may just be the type of person who doesn't like
4) Ensure you ask your manager for sufficient time to
carry out your role effectively - point out you need to provide training materials
and be available to answer questions at short notice.
5) Consider asking
to attend a "train the trainer" course if conducting an induction program is something
you enjoy and would like to make it a bigger part of your role.
employee has completed their induction program, ask for feedback on how they felt
it went. What could be done to improve the procedure for future staff?
One way to do this is by conducting an online Induction Program Feedback Survey.
See below for a Free Trial.
Trial an Australian-built
Induction Program Feedback survey tool:
is an Australian-built online survey tool that is currently used by over 200 Australian
and New Zealand based organisations of all sizes to conduct online new employee
surveys. The tool can be used by HR to conduct cost effective staff climate surveys,
training needs analysis surveys, exit surveys, and 'new starter' feedback surveys
... to name a few popular uses.
complete the form below to arrange your FREE custom-branded Induction Program
Feedback survey software demonstration and a PeoplePulse pricing and information
completing the form below, a PeoplePulse representative
will contact you to discuss your needs and current
situation. From there we will set up your demo
and arrange a suitable time to show the system
Please be assured that your correspondence with us is confidential.
We will not divulge email addresses or any other details you provide to outside
above demonstration request form was powered by PeoplePulse.
for editors: Claire Blinman is the training manager at Computer Training Solutions
in Bristol. For more information visit our website at http://www.computertrainingsolutions.co.uk
or call 01454 851770
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