INDUCTION

• When a new employee joins an organization, he/she

should be welcomed as a new member and must be
acquainted & adjusted with the fellow employees and
the environment.

• “Induction is the welcoming process to make the new

employee feel at home and generate in him a feeling of
belongingness to the organization”
• An employee’s induction process is often what makes or
breaks his experience at a company.

• Employee Induction is the first step of welcoming new

employees to the company and preparing them for their
respective roles.

• Induction is the introduction and orientation of the

employee in the organizational culture and showing the
employees how interconnected he/she is to everyone in
the organization.
• It is defined as the socializing process by which the
organization seeks to make an individual its agent for
the achievement of its objectives and the individual
seeks to make an agency of the organization for the
achievement of his/her personal goals.
An induction makes the employees feel

• Welcome into the organization and team

• Associated with the company’s policies and objectives
• Confident that they can successfully do their job
• Positive about their future in the company
• Energized about his potential opportunities
• An employee on-boarding should be taken seriously. The employee
induction process is to be planned well before the employee joins and
the number of days depends on the demands of the role.
 Induction checklist:

• Introduce the new joinee with a Welcome kit.

• Show him the office layout and introduce him to everyone; the
Induction checklist includes:
• System set-up and creation of email
• Provide an overview of the organization and its services/products
• Introduction to the team and manager
• Discuss his roles and responsibilities
• Share performance standard and expectations from him
• Make him aware of HR related aspects – Work hours, Dress code,
work rules, etc.,
• Assign a buddy he can reach out to for queries during the early weeks
Contents of induction
programme
• Company’s history & philosophy
• Products & services
• Organizational structure
• Location of departments
• Terms & conditions of the service
• Benefits & services for employees
• Opportunities for T&D
• Grievance handling procedure
• New employees need to feel comfortable in their new work
environment and become as productive as possible over a short
period.
• A little effort from the management and a well-planned induction is
essential to reap all the benefits, quickly.
• Induction is not an option, it is an investment, and every company no
matter how small or big should make this investment.
What is the purpose of New Hire Orientation

• To Reduce Startup • To Save Time for the

Costs Supervisor
• To Reduce Anxiety • To Develop Realistic
• To Reduce Job Expectations,
Employee Turnover Positive Attitudes
and Job Satisfaction

** A thoughtful new employee orientation program can reduce

turnover and save an organization thousands of dollars.**
 New Employee Orientation

• Commitment to • What do they like or not

continuous improvement like about orientation
& learning
• Trust in your employee’s
• Payoff for the individual feedback
employee
• Benefits
• Employee’s being the
organization’s greatest
resource
 What is The Red Carpet Treatment?
 Feel welcomed
 Smooth integration.
 Have the tools and resources to perform their job
successfully
 Have targeted goals
 Make the first day a celebration
 Make new hires productive on the first day
 It’s not boring, rushed or ineffective
 Discuss the expected contributions and how they will
help the organization
 Common Mistakes . . . Be Prepared!
 Work area assigned.
 Schedule the new hire to start when the Manager is out
or on vacation.
 Leave the new hire in the reception area for a ½ hour.
 Leave the new employee at their workstation.
 Give the employee the paperwork in a noisy area to
sign off on paperwork.
 Show the new employee his office/cube and not
introduce them to coworkers.
 Showing all day orientation videos
 Common Mistakes … Be Prepared!
 Assign the employee who was not aware they were
meeting with the new hire.
 Assign the employee to a “negative, unhappy”
employee on staff
 Assign the employee busy work that has nothing to do
with their core job description because you are too
busy to work with them.
 Overwhelm them with facts, figures, names and faces
packed into one eight hour day.
 Failing to prepare for the new hire by not providing
appropriate equipment and adequate assignments.
 What is Important to Review
 A Safe Work Environment
 The Job Description
 Benefits
 Who are the people they will be working with
 Company Culture
 The Organizational Chart
 How do they fit in
 Fun activities to participate in the department as
well as on Campus
 Put Our Best Foot Forward …
 Welcome aboard email once
the candidate has accepted
the offer
 Goodie bag i.e. pen or tie a
balloon on their chair
 Be in the office on their First
Day
 Intro Email to the Team
 Intro Email across the
organization
 Assign a mentor or buddy.
 Team Meeting.
 Start with a company
overview and then a
department overview
 Follow-up with them at the
end of their first week,
 After one month have a
wrap up – have coffee or a
lunch outside of the
department
I am Welcomed, Therefore, I Belong

Celebrating a
New Employee means …

 Schedule a welcome lunch in the

department either the first day or at
the end of their week.
 Lunch with the Immediate Supervisor
at the end of the week
 Evaluate the Success
 Ask for feedback on their new employee orientation
after 30 days
 Send out a brief, five question survey
 Find out what information was overload or unneeded.
 Incorporate the suggestions to improve the program
 First impressions both good and bad after the first day
 Other observations
 Simple Ways to Make Your
Employees Feel Valued

1. Be Intentional with Everyday Conversations

2. Show Them that Others Need Them, Too
3. Challenge Them
4. Recognize Them as Individuals

If you want your employees to stick around.