The prime objective of induction is to provide new starters with important information regarding their new employment. The induction process serves to welcome new hires to the institute and help them transition into their new role; enabling new employees to feel supported while they adjust. It is considered best practice to provide an induction program to employees.
Benefits
Adopting an induction process for new starters can have many benefits for both employers and employees.
FOR EMPLOYERS
An induction process can:
- Contribute to a positive workplace culture as it assists new employees to transition into the workplace;
- Ensure operational efficiency and increase productivity – employees have a full understanding of the company and their role within it so they can hit the ground running;
- Enhance company reputation by creating a professional impression
FOR EMPLOYEE
Induction for new staff are:
- The induction process helps new employees settle into their role quicker
- New starters feel respected and valued and accepted into the institute
- New employees better understand company processes and policies
- The induction process helps establish good communication with managers and team members
Introduction To The Institute
The new employee should be given information about the company including an overview of the company’s structure, goals, values and other aspects of the business. This allows new starters to put their role into perspective and feel part of the business as a whole, which encourages positive contribution to the overall company goals and vision.
KPIs
The information in terms of its content, how the department fits into the company as a whole must be shared with the new hires. Along with the expected key performance indicators, how these are evaluated and an explanation of the employee’s work colleagues including the line of reporting must be provided to the new employees.
Terms and Conditions
The main terms and conditions of employment must be issued in writing to the new staff during induction process. It must include the fundamental elements of the employment relationship i.e. pay, hours of work (roster or work schedule), holiday, sickness and notice of termination etc. In addition to this, acquire signed copy of employment contract, CNIC and NTN number, bank details and emergency contact details.
Training and Development
It should include an explanation of any performance appraisal systems in place. Employers should assess whether the new employee needs any short, medium or long term training for them to successfully perform their job to the highest level.
Follow Up
The follow-up process allows managers to ascertain whether or not employees have integrated successfully, what further resources are required or what changes need to be made and if the employee needs further training. The information gathered during the
follow-up process can help improve induction programs for other new starters.
Once the formal induction is over, arrange regular meetings with the new employee to check how they are going. Give them the chance to raise any concerns and discuss them in confidence.
Whether it be problems with the job requirements, disputes with fellow team members or a bad experience with a customer – these issues should be handled early to ensure the new employee’s future in your business is a successful.