helllllllllllllllooooooooo :)
im an mba student dung mr hr summer training .my topic is induction traing can any one tell more about induction training.
i dont have much information to make a gud report
From India, Raipur
1im an mba student dung mr hr summer training .my topic is induction traing can any one tell more about induction training.
i dont have much information to make a gud report
From India, Raipur
Hi,
First of all you will have to understand the purpose of induction training in an organization as well as psycology of the new joinees. A good induction module should include not only the details of the organizational goals, mission, vision, core values, departmentwise workflow, employee benefits etc but it should include a nice ice-breaker not only to allow the new joinee to come out of its shell but to start understanding the whole system. The essentials of and induction module are:-
Oraganizational history
-mission
-vision
-core values
-hierarchy
-brief about the functioning of various departments
-Hr policy
-Roles and responsibility
Etc
All the best
Sumit
From India, New Delhi
First of all you will have to understand the purpose of induction training in an organization as well as psycology of the new joinees. A good induction module should include not only the details of the organizational goals, mission, vision, core values, departmentwise workflow, employee benefits etc but it should include a nice ice-breaker not only to allow the new joinee to come out of its shell but to start understanding the whole system. The essentials of and induction module are:-
Oraganizational history
-mission
-vision
-core values
-hierarchy
-brief about the functioning of various departments
-Hr policy
-Roles and responsibility
Etc
All the best
Sumit
From India, New Delhi
thaxs sumit for helpg out can u tell me little bit more as i need more material which i can use in my project report
From India, Raipur
From India, Raipur
Hi Aditi
Induction is inducting about the company overall. The progamme should consider all the information to employees which is required by the all employees irrespective of their position, grade and location. Therefore, following is the list of topic giving :
Topic which are common / not changes / permanent
Company Profile
Vision
Mission
Values
Cultue
Company Quality Policy
Company Quality Objectives
Organisation chart (Not changes frequently)
Major Contacts (Safety Office, Reception, HelpDesk etc)
Terms of Employment
Topic which may have changes due to change in policy and strategy
Company Policies
- Personnel Policy : Probation and Confirmation, Exit Policy
- HR Processes :- Recruitment, Training, Performance Management
- Employee Movement Policy:- Promotion, Transfer
Employee Benefits and Welfare
- Canteen
- Transport
Topic essential to include
QMS - Quality Managemen System at the company
QMS Awareness (ISO Introduction)
QMS Accreditation
Other Topic
Virtual Plant visit
I hope this must be helpful to you
With Regards
Yashswa.
From India, Mumbai
Induction is inducting about the company overall. The progamme should consider all the information to employees which is required by the all employees irrespective of their position, grade and location. Therefore, following is the list of topic giving :
Topic which are common / not changes / permanent
Company Profile
Vision
Mission
Values
Cultue
Company Quality Policy
Company Quality Objectives
Organisation chart (Not changes frequently)
Major Contacts (Safety Office, Reception, HelpDesk etc)
Terms of Employment
Topic which may have changes due to change in policy and strategy
Company Policies
- Personnel Policy : Probation and Confirmation, Exit Policy
- HR Processes :- Recruitment, Training, Performance Management
- Employee Movement Policy:- Promotion, Transfer
Employee Benefits and Welfare
- Canteen
- Transport
Topic essential to include
QMS - Quality Managemen System at the company
QMS Awareness (ISO Introduction)
QMS Accreditation
Other Topic
Virtual Plant visit
I hope this must be helpful to you
With Regards
Yashswa.
From India, Mumbai
Hi aditi,
I wish the below mention material will be of help
Induction (General perception)
Most induction training is dull and boring. People troop in and are spoken at for anywhere from an hour to three days. Elaborate PowerPoint presentations, slide shows and OHP acetates are the order of the day. New employees can safely go to sleep, doodle, wonder if they've made the right choice, or simply ignore the information being given to them. Induction information is generally given, with minimal interaction, yet with the expectation that the whole lot will be retained. If there's no interaction or engagement of the inductees there's an almost certain guarantee that most of it will not.
As far as Impact Factory is concerned, the purpose of induction is not to give a whole lot of information on Health and Safety (though it's tremendously important that people know about it), the rules and regulations Rather, the purpose is to welcome new people and introduce them to the culture of the organisation. A good induction should enable people to feel they've made the right decision and to help them start their new job committed, engaged and productive. Most people start a new job partly excited and filled with anticipation, but also filled with a bubble of anxiety about what's in store.
Some have a big bubble, some a small, but most certainly there will be questions such as: Wll I fit in? Am I up to the job? Will people like me? What if I make a fool of myself on the first day? How do I work the coffee machine? Is there a coffee machine? Those anxieties need to be identified and allayed. And that's done by ensuring people are working actively during the induction, not sitting passively being done to.
The more that you can engage people in the process of their own induction, the more successful it will be. Induction Programme's job is to make them want to find out more about Health and Safety, etc., instead of sleeping through the most important bits.
The job of an induction programme is to make nnew employees want to show up the next day ready and eager. An induction process that is shaped around the individual and their job role will help the employee reach their full potential as quickly as possible.
All staff, both full- and part-time need an induction program. An induction should be given at the beginning of employment and may be spread over several weeks, or even months. Induction processes can be written or verbal and should be presented in conjunction with the employee handbook. The key difference is that the handbook should be used as an ongoing reference for employee work conduct and employee rights, while the induction programme is used as the initial tool to familiarise the new starter with their job requirements and information about the company and its procedures. Failure to implement a successful induction process will leave the new employee with a poor understanding of the company and their role within it, low morale, and ultimately lost productivity.
Packaging the induction for the individual
Most small to medium-sized companies (SMEs) will generally only have one new starter joining at any one time, therefore, the best induction processes can be crafted to suit the individual's requirements. You will need to consider their job role within the company, level of seniority, prior experience, and technical and industry knowledge. As a general rule, the more senior the employee the more in-depth company information they will need.
Verbal or written?
The presentation of the information will be key to its success. Using a written document will allow it to be used as a reference guide. Using a template and tailoring it to the individual's needs will save you time in the long run, and publishing it on the company intranet will give it the feel of a living document. Written information can also be combined with a personal touch, and the new employee should be personally introduced to every member of the team. If others are to assist with the induction, create a timetable to let them know when they are required.
Content of the induction
The induction can comprise the following:
Mission statement of the company: this outlines the role, or purpose of the business and illustrates the overall strategic vision.
Company history: an account of the formation of the company, its key players and its main achievements to date.
Company culture: making the new employee aware of the personality of the organisation is important if they are to fit in.
Company structure: explaining where the power lies and how it is distributed is a good idea. SMEs tend to follow the unitary model, whereby the company is divided into different functions, each reporting to the Chief Executive Officer or Managing Director.
Job role: cascading down into each department you should document each person's role and how they play a part in achieving the objectives that are set out in the mission statement. Ensure the employee is taken through their job description and fully understands their responsibilities and accountabilities.
Equipment: if the new employee needs to use machinery or equipment they are not fully conversed with, set up training sessions so they can learn to use the equipment correctly and safely.
Health and safety: ensure that the employee has read and understood the health and safety brief outlined in the employee handbook. Check they know the location of the fire exits and are aware of where to assemble in case of fire. The new employee should be made aware who is qualified to administer First Aid. Any required risk assessments should also be carried out at this stage.
Company procedures: the new employee should be made aware of the correct procedures for all personnel matters (e.g. applying for holiday leave, using the telephone system and accessing standard templates).
Local amenities: pointing out local facilities including nearest banks, sandwich shops and transport links will help the new recruit familiarise themselves with their new surroundings.
Regards
Sumit
From India, New Delhi
I wish the below mention material will be of help
Induction (General perception)
Most induction training is dull and boring. People troop in and are spoken at for anywhere from an hour to three days. Elaborate PowerPoint presentations, slide shows and OHP acetates are the order of the day. New employees can safely go to sleep, doodle, wonder if they've made the right choice, or simply ignore the information being given to them. Induction information is generally given, with minimal interaction, yet with the expectation that the whole lot will be retained. If there's no interaction or engagement of the inductees there's an almost certain guarantee that most of it will not.
As far as Impact Factory is concerned, the purpose of induction is not to give a whole lot of information on Health and Safety (though it's tremendously important that people know about it), the rules and regulations Rather, the purpose is to welcome new people and introduce them to the culture of the organisation. A good induction should enable people to feel they've made the right decision and to help them start their new job committed, engaged and productive. Most people start a new job partly excited and filled with anticipation, but also filled with a bubble of anxiety about what's in store.
Some have a big bubble, some a small, but most certainly there will be questions such as: Wll I fit in? Am I up to the job? Will people like me? What if I make a fool of myself on the first day? How do I work the coffee machine? Is there a coffee machine? Those anxieties need to be identified and allayed. And that's done by ensuring people are working actively during the induction, not sitting passively being done to.
The more that you can engage people in the process of their own induction, the more successful it will be. Induction Programme's job is to make them want to find out more about Health and Safety, etc., instead of sleeping through the most important bits.
The job of an induction programme is to make nnew employees want to show up the next day ready and eager. An induction process that is shaped around the individual and their job role will help the employee reach their full potential as quickly as possible.
All staff, both full- and part-time need an induction program. An induction should be given at the beginning of employment and may be spread over several weeks, or even months. Induction processes can be written or verbal and should be presented in conjunction with the employee handbook. The key difference is that the handbook should be used as an ongoing reference for employee work conduct and employee rights, while the induction programme is used as the initial tool to familiarise the new starter with their job requirements and information about the company and its procedures. Failure to implement a successful induction process will leave the new employee with a poor understanding of the company and their role within it, low morale, and ultimately lost productivity.
Packaging the induction for the individual
Most small to medium-sized companies (SMEs) will generally only have one new starter joining at any one time, therefore, the best induction processes can be crafted to suit the individual's requirements. You will need to consider their job role within the company, level of seniority, prior experience, and technical and industry knowledge. As a general rule, the more senior the employee the more in-depth company information they will need.
Verbal or written?
The presentation of the information will be key to its success. Using a written document will allow it to be used as a reference guide. Using a template and tailoring it to the individual's needs will save you time in the long run, and publishing it on the company intranet will give it the feel of a living document. Written information can also be combined with a personal touch, and the new employee should be personally introduced to every member of the team. If others are to assist with the induction, create a timetable to let them know when they are required.
Content of the induction
The induction can comprise the following:
Mission statement of the company: this outlines the role, or purpose of the business and illustrates the overall strategic vision.
Company history: an account of the formation of the company, its key players and its main achievements to date.
Company culture: making the new employee aware of the personality of the organisation is important if they are to fit in.
Company structure: explaining where the power lies and how it is distributed is a good idea. SMEs tend to follow the unitary model, whereby the company is divided into different functions, each reporting to the Chief Executive Officer or Managing Director.
Job role: cascading down into each department you should document each person's role and how they play a part in achieving the objectives that are set out in the mission statement. Ensure the employee is taken through their job description and fully understands their responsibilities and accountabilities.
Equipment: if the new employee needs to use machinery or equipment they are not fully conversed with, set up training sessions so they can learn to use the equipment correctly and safely.
Health and safety: ensure that the employee has read and understood the health and safety brief outlined in the employee handbook. Check they know the location of the fire exits and are aware of where to assemble in case of fire. The new employee should be made aware who is qualified to administer First Aid. Any required risk assessments should also be carried out at this stage.
Company procedures: the new employee should be made aware of the correct procedures for all personnel matters (e.g. applying for holiday leave, using the telephone system and accessing standard templates).
Local amenities: pointing out local facilities including nearest banks, sandwich shops and transport links will help the new recruit familiarise themselves with their new surroundings.
Regards
Sumit
From India, New Delhi
hey sumit........... thanks a ton for sharing da info!!!! even though recruiting is not mah field.... i was forced to read it thuru!!!! thank a ton for dis info!
From India, Pune
From India, Pune
hey sumeet, nice information u gave,even i need to work on induction training module.n seek to prepare a induction flow chart..could you guys please share ya valuable information regarding the same.?Regards,Namrata
From India, Mumbai
From India, Mumbai
hello
i have just joined the forum and would like your help in preparing an induction programe fr new recruits .i am working in an aviation ground handling company.please describe me the process as soon as possible
From India, Mumbai
i have just joined the forum and would like your help in preparing an induction programe fr new recruits .i am working in an aviation ground handling company.please describe me the process as soon as possible
From India, Mumbai
Hi, Here i hav attachd a training project questionnarie which might help anyone who need it.
From India, Coimbatore
From India, Coimbatore
Dear All,
I need your help in preparing a training module for Front Office Exectives and also a format for a training report which needs to be submitted after an induction programme.
Please let me kniw if I can be of any help with regard to ppt on various topics: I have some wich I find useful for my presentations.
Regards
Debjani
From India
I need your help in preparing a training module for Front Office Exectives and also a format for a training report which needs to be submitted after an induction programme.
Please let me kniw if I can be of any help with regard to ppt on various topics: I have some wich I find useful for my presentations.
Regards
Debjani
From India
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
INDUCTION & TRAINING FEEDBACK FORM1.xls
INDUCTION TRAINING FOR NEW EMPLOYEES1.doc