An induction program is the process used within organizations to onboard new hires into the organization and familiarizes them with the new role and company culture.
A good induction programme will include the following activities:
- Introduction to terms and conditions (for example, benefits, how to apply for a leave, working hours, holiday entitlement, how to make expense claims, etc.).
- Company policies, practices, objectives and regulations.
- Organizational hierarchy and structure
- Job description along with key duties and responsibilities
- A basic introduction to the different departments within the company
- Rules governing working hours, expected behavioral standards, dress code
- A guided tour of the office space
- Set-up of login and payroll details
- Set-up of new hire workstation including computer, name plate phone, software downloads and tools required for the job
- Introduction to key members of staff
- Information pertaining to benefits, incentives and appraisals
- Specific job-role training
- Contact details of reporting manager and team
- Brief about organizational goals, KPA’s and KRA’s
- Work schedule
- Handover ID card, keys and swipe card
- Employee handbook briefing
While designing a new hire induction programme that sets your employees up for success, we share a few things that you should prioritize at the outset.
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Seamless integration into company culture
The program primarily focuses on effective new hire integration into the organization as this does not happen organically. New hires need some hand-holding them through the initial period to calm the nerves, and to get them warmed up for the challenges that lie ahead. During the course of the program new hires get an opportunity to acclimatize to the new work environment, company culture, and role. Since first few days can be nerve-wracking for the new hire, the induction program ensures they don’t feel overwhelmed or stressed.
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Create a good first impression
Induction program is the ideal time to make a good impression with the new hire, build trust, and align with company expectations. You can also share the company’s vision, norms, and values you want them to imbibe. The program sets the tone for company culture and gets the new hire up and running to be productive, and fulfill goals. The process will also cover the employer and employee duties, rights and responsibilities, and the terms and conditions of employment. As a priority, the induction programme must cover any legal and compliance requirements for working at the company and also pay attention to the health and safety of the new employee.
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Get your new hire readyÂ
An induction program is part of an organization’s knowledge management and transfer process intended to set up the new hire for success. During this phase, you can get your new hire up to speed, prepared, culture acclimatized, and trained for the new role. In the absence of an onboarding program, you risk them being a misfit, and without clarity on their role and how it fits in with the team in the company framework. Poor culture fit doesn’t necessarily mean that they don’t possess the skill set needed to perform the job but that their methods and expectations don’t align with the values and norms of the organization or management expectations.
Benefits of a structured induction program
Good induction programs can increase productivity, employee engagement, and retention. They help in reducing attrition and short-term turnover of staff. They also help improve employee morale, make new hires feel welcome and comfortable in the new environment, and motivate them to perform at an optimum level. The program also helps them gauge the bigger picture and work towards fulfilling organizational objectives.
These programs can also play a critical role with regard to socialization and building the right connections needed to succeed. They also serve the purpose of setting expectations and short term goals for the employee to focus on. In addition, well-designed induction programs can significantly accelerate processes designed to help new hires reach expected competency standards, thus ensuring they are more productive in a shorter period of time.
Best practices
In order to fully benefit the company and employee, the induction programme should be planned in advance. The timetable should be prepared, detailing the induction activities for a set period of time (ideally at least a week) for the new employee, including a named member of staff who will be responsible for each activity. This plan should be circulated to everyone involved in the induction process, including the new starter. If possible it should be sent to the new starter in advance, if not co-created with the new starter.
It is also considered best practice to assign a mentor to every new starter. If possible this should be a person who the new starter will not be working with directly, but who can undertake some of the tasks on the induction programme, as well as generally make the new employee feel welcome and secure.
EMPTrust employee onboarding software helps you simplify and streamline the induction process, paves the way for seamless transition of new hire into the company, and contributes to enhanced growth, productivity, and engagement.
