Every organisation, large or small, should have an induction programme. It should provide all the information that new employees need, without overwhelming or diverting them from the essential process of integration into a team.
The length and nature of the induction process depends on the complexity of the job and the background of the new employee. One size does not fit all - a standardised induction is unlikely to satisfy anyone.
The purpose of induction is to ensure the effective integration of staff into your business. Induction programmes have benefits for both employers and employees. For employers these include improving the person-job fit, reducing turnover and absenteeism, and increasing employee commitment and job satisfaction.
For employees, starting a new role in a new organisation can be an anxious time and an induction programme enables them to understand more about the organisation, their role, ways of working and to meet colleagues.
All staff, both full - and part-time need an induction. Some people may have specific needs – graduate trainees, people returning from career breaks, long-term absence or maternity/paternity leave, senior appointments, directors. Tailor-made programmes should also be available for groups such as job-sharers, temporary staff, promoted staff.
It is good practice to let new starters have a copy of the list outlining the areas to be covered. – this enables them to follow what is happening and will act as a reminder of anything missed or that needs particular attention. It should be the responsibility of both management and new starter to ensure that all relevant items are properly covered during the induction period.
The induction process exists to ensure that all new starters understand:
The induction can employ a range of communication techniques including: