Induction Process Project.
Trainer: Julie Wilkie
Student: Graeme Tonks
Third Party: Peter Swarby
Induction is a very important process and can easily get over looked in busy organisations. This guide offers an example of an induction programme which may be useful to organisations.
The First Day
The most important aspect of the first day is making time for the new employee. There is nothing more disappointing and disheartening than sitting or standing for hours waiting for someone to come and show you what to do, or give you the information you need.
What makes a huge difference is having a planned induction programme. At the end of a good induction process, your new employee should have a good knowledge with the operating procedures of the company, and have all the basic familiarity required to undertake their role.
They may not yet be competent to work completely unsupervised, but they should feel comfortable with what they are required to do and know where to get help if they need it. They should also understand your business objectives, and what you are trying to achieve.
In most organisations you have an opportunity to use a mentor or ‘buddy’ system where a work colleague is assigned to look after the new person.
At the end of a good induction programme your new employer should be familiar with the operating procedures of your business and have all the basic knowledge to carry out his/her duties.
Consider developing a detailed checklist covering all the parts of your induction programme.
A good first day should include all of the following:
It is important that the Manager/Supervisor has time to spend with the new person on the first day, preferably straight away, and that there is time to find out more about them and them about you.
Going through the necessary paperwork and documentation. Remember to ask in advance for anything you may need them to bring in, including qualification certificates, drivers licence etc.
An induction of how their next few days/weeks will be structured.
Basic health and safety information for your business. You can go into more detail at a later stage but you need the new person to be aware from day one of any particular health and safety issues.
Where everything is e.g. toilets, staff room, first aid kits, fire extinguishers etc.
The following is an example of what to include in an induction programme:
Persons Name …………………………………………………………
Inform existing staff of new arrival and their role
Welcome new person and introduce them to the staff
Kitchen/staff room facilities
First Aid Boxes
Health & Safety notices, procedures
Utilities, e.g. lighting, heating, water
Access to building. Security
Incoming and outgoing mail points
Computer system, internet access
Toilets, cloakroom etc.
What we do
History of the organisation and future plans
Other aspects of the organisation, as relevant
-Where and how to find more
The New Person’s Role
The role would have been explained at the interview stage, but should be reiterated.
Explain areas of accountability and responsibility
Specific training for the replacement e.g. using certain equipment such as the till, credit card machine, equipment, tools, computer etc.
Health and Safety
Code of Practice
Counselling and Disciplinary Procedure
Internet and email usage
Systems and Procedures
Office systems – computer, telephones etc.
Courtesies – protocol, etiquette
Hours of work, bundy card etc
Absence from work – holiday leave, sickness, public holidays
Awareness of duties - Job Description or Duty Statement
Mentoring, where appropriate
Employers Legal Obligation