Whenever a new employee joins the company, she must be properly introduced to the company. A company has its own rules, regulations, culture, priorities, systems and processes. We should take care of formally introducing all this to the new employees. If we leave this introductory training to chance, they will only learn by observation and by making mistakes. Such a process will be slow. They will not understand the company properly and hence will not be able to adjust easily.
We should keep a carefully designed induction training program ready to take care of this.
- Induction training should be designed as a detailed introduction provided to the new employees to help them adjust to their new job, people and environment quickly.
- Try should be made to make the newcomers comfortable as fast as possible, so they can adapt to the new environment faster.
- Induction should begin with the employee’s introduction. On the first day, somebody should go along with the new employee and introduce her with others who need to know her.
- All the policies of the company, various processes, rules and regulations, terms and conditions of service, amenities and welfare facilities etc. must be explained to them in detail.
- They should know about the grievances procedure, discipline handling, opportunities, promotions etc.
- Give them all the relevant informative documents, web site etc. which will enable them to know about the job, the company, its history, products, culture, organization structure, the functions of various departments etc. as soon as possible.
- If required, keep a document, booklet or a presentation file ready which will serve this purpose.
- The employees should be explained about accessing the sources from where they can refer to the documents related to policies, rules and regulations etc.
- If the job requires interacting with some external agencies (e.g. vendors, customers, banks, dealers etc.), then the employee should be informed about the contact details, protocols, dos and don’ts about such interactions.
- We should periodically update the induction process and relevant documents, if required.
- Designate somebody in the HR department to take care of the induction training.
- If the job requires some job related training, plan the training in advance and execute it when the person joins.
- The job related training is generally provided by the department where the person is finally going to work in. E. g. a person joining the accounts department must be trained by somebody in accounts, for various processes and software or tools being used in the department.
- Each department must be equipped with the job training content and human resources who will provide the training to new employees. The people within the department, who will periodically assume such trainer’s role, must have those responsibilities in their KRAs.
(Expert advice to GROW your business wherever you are, whenever you want.
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