For inside information on how HR personnel work, think, and operate I thought you all might find this interesting. This is out of Australia but wildly similar to what we do here. From David McGillivray and the link to his Web site is http://www.sbstrategies.com.au/.
Employers today understand that productive employees are the cornerstone of any successful business. Therefore, when a new team member comes on board it is vital that they participate in an Employee Induction Program. Why?
An Employee Induction Plan ‘Sets the Scene’
An effective Employee Induction System showcase’s the company’s history, its mission statement, the direction its heading, company policies, training programs, and the culture within the organisation.
Tools to assist with induction:
* Employment Terms and Conditions checklist
* Employee Induction checklist
* The first three months of employment
* Probationary Period Assessment form
More importantly, Employee Induction Procedure’s outline what the company expects from their employees.
Facilitated correctly, the employee will be better able to understand where they fit into the organisation and in what direction it is heading. The sooner that is in place the more productive they will be so the perfect time to implement Employee Induction Procedures will be during the probation period.
Is a Probation Period Necessary for Every Full-time Employee?
Yes. Implementing an Employee Induction Plan at the start of a probation period will ensure the new employee a rapid and smooth transition into their new position. It also gives the Manager time to observe the new employee and decide if he or she is suitable for the role. Click here to access a FREE copy of the Employee Induction Plan.
Use the points below to ensure an effective Employee Induction System.
9 Components of a Successful Employee Induction Program
1. Utilise the ‘Employment Terms and Conditions’ checklist, the ‘Induction Schedule’ and the ‘Employee Induction’ checklist.
2. Conduct a brief initial induction.
3. Prioritise the Employee Induction Program and facilitate with shorter meetings over three to four weeks. This avoids information overload and the tendency to ‘dump’ information on the ‘newbie’.
4. People want to believe they can ‘fit in’ so during the initial meeting talk about the culture inside the organisation.
5. Get the new employee to their work site as soon as practicable.
6. Involve their immediate Manager as soon as possible.
7. Give them achievable goals within the first couple of weeks.
8. Initiate a ‘buddy’ system where the new employee can go, to seek advice and assistance. This person may be able to offer ‘on the job’ coaching to fast track the new employee’s development.
9. Complete a Probationary Period Assessment form.
Tip: The HR Department or Senior Manager should handle the Organization Induction. The Manager directly responsible for the new staff member should handle the Departmental Induction.
Employee Induction Procedures demonstrate that your company is interested in their employees. Studies show that employees who feel valued in their jobs and secure about their futures are better employees and less likely to leave. Staff retention is paramount!
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.
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About the author
Jessica Hernandez, President, CEO & Founder of Great Resumes Fast
Hi, I’m Jessica. I started this company back in 2008 after more than a decade directing hiring practices at Fortune 500 companies.
What started as a side hustle (before that was even a word!) helping friends of friends with their resumes has now grown into a company that serves hundreds of happy clients a year. But the personal touch? I’ve kept that.
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