Induction can generally be split into two distinct parts. The first is induction to the organisation, which the human resources department often carries out. This part of the induction program covers general items such as pay arrangements and employee benefits and activities, where the new recruit will fit in, the organisation’s history and its products, services and customers.
HR departments of large organisations sometimes have induction videos or provide this information on its intranet and/or in booklets. If your organisation doesn’t provide organisation induction, develop a checklist based on the check list below; for inducting new employees to your organisation.
Here is your induction checklist
ð History, background
ð Nature of activities (the products or services provided, who its customers are, locations of various operations, etc)
ð Who’s who in the organisation (show the organisation chart and explain key roles and functions)
ð Introduction of key staff members from other departments and the management group
ð Organisation vision and values
ð A tour of the organisation’s main functional areas
ð Key policies (e.g. EEO, health, safety and welfare, smoking) and sources of advice and assistance within the organisation
ð Benefits (e.g. superannuation, credit union facilities, employee purchase schemes)
ð Details of relevant awards, enterprise agreements, pay arrangements
ð The performance appraisal system
ð How wages are calculated and paid
ð What training and further development that is available in the company
Some of our clients have also asked us the following questions.
Do I need to induct someone who transfers to my group from another area in the organisation?
Absolutely, they won’t need company induction but they will need departmental induction.
How can I make future employees welcomed?
Be there to greet new employees on their first day
Make sure their work area is ready for them
Appoint someone to show them around, make introductions and take them to lunch if you can’t do this.
Begin with information that is most directly relevant to your new group member and move on to information that is more general
Don’t give all information all in one go – spread it out over two or three weeks so recruits can absorb it in easy doses.
Develop a checklist of what you will cover. Review it with the recruit at the beginning so they’ll know what to expect
Stay in touch with recruits. Discuss how they are settling in, whether they have any questions, their performance and contribution to the department. Hold this discussion every four weeks for the first three months and keep brief notes of the main discussion points in the employee’s personnel file.