Updated March 31, 2023
What is Induction?
Employee induction, or “onboarding,” is the process of onboarding and training new employees to enable them to perform their duties in a workplace. When you first join a company, they teach you about its overall working environment, including its aim, specific job roles, health and safety procedures, future development training, office tour, etc. Depending upon the job requirements, it can spread from a short time to several months. Moreover, it helps employees to learn new skills. It also helps them to learn new things about their roles.
- The stages of induction include pre-arrival, day of arrival, and training period.
- The General induction program offers employment, while the follow-up program occurs after joining.
- HR and management staff cooperate to ensure employees feel welcomed and knowledgeable.
- A successful induction provides assistance and instruction to explain the company’s values, goals, ethics, and culture.
Types of Induction
An induction training program gets divided into six parts depending on how it occurs and who conducts it. The types are as follows:
#1 General Induction Program
The Human Resources Department usually conducts this program, and its primary objective is to make you feel at home.
- Provides information about the organization, its mission, goals, and objectives
- It gives an insight into the contract condition and other terms of employment.
- Introduction to team leaders, supervisors, co-workers, etc.
#2 On-the-Job Training Induction Program
The company assigns an experienced mentor or supervisor to guide the new employee in this type of training. Here, they learn job tasks on the job through a process of ‘learning by doing’.
- Provide hands-on experience and practical learning.
- Allows the employee to apply theoretical knowledge to real-life scenarios.
- It helps in building a relationship with the mentor and colleagues.
#3 Online Induction Program
In this program, the training occurs online, using web-based software, e-learning modules, or videos. It lets the employees complete the training at their own pace and convenience.
- Saves time and resources
- Consistent training content delivery
- Allows tracking and monitoring of employee progress.
#4 Classroom Induction Program:
In this type of program, the new employees receive training in a classroom setting. The training may include lectures, group activities, and presentations.
- Allows face-to-face interaction with trainers and other employees
- It provides an opportunity to ask questions and receive immediate feedback
- Facilitates team building among new employees.
#5 Follow-Up Induction Program
This program occurs after a month or two of your joining. The HR department ensures that you get satisfied with your job, and they receive an honest opinion about the job.
- Provides counseling and guidance to keep up with the work
- Assists you with training software to smoothen your work
- Provides you with a specialist from your concerned department.
#6 Specific Orientation Program
In this program, the new employee will receive operational knowledge specific to their position in the company. Their boss or foreman will conduct the training and include more detailed information about the organization’s settings.
- Ensures your relationship with the organization
- Provides operating policies, procedures, and rules
- Creates a service group to assist you.
Stages of Induction
The process is a cooperative effort between HR and the management staff. It is important in every business because it helps new workers feel welcome, knowledgeable, and at ease in their new surroundings. The following are the stages in a company:
Stage 1: Pre- Arrival at the company
This involves sending employees a customized welcome email or video before they start to make them feel welcomed. This email or video message provides a quick overview of the corporate culture, the work environment, and the values the organization represents.
Stage 2: Day of arrival at the company
Developing an interactive and engaging program explains the company’s values, goals, ethics, and culture. It is a great way to start an employee’s first day at work. Companies usually arrange for an employee tour of the workplace and introduce them to their team members and key stakeholders.
Stage 3: Training Period
Confirming that the employee feels important by providing the individual with the appropriate training ensures they have the requisite skills and knowledge to do their job successfully and conduct such sessions. The use of quizzes, games, and interactive sessions can keep them involved throughout the process.
Stage 4: Follow-up
Routine monitoring of employees ensures that they are adjusting well and addressing any difficulties or problems they may have. Providing them with the assistance and instructions they need to be successful in their position concludes a successful induction of a new employee to your company.
New hires can feel secure in their job role with the help of an effective induction program conducted by the HR department of a company.
Step 1: Post a Job Ad
The job posting serves as the company’s initial point of contact with prospective applicants. It highlights the distinctive qualities of the position and the business. An effective job posting may draw in a wide range of candidates and set the tone for the remainder of the onboarding procedure.
Step 2: Application Package
After applying for a position, a candidate gets an application email with all the relevant facts about the role, the company, the job description, the required qualifications, and details about the hiring procedure. Candidates may benefit from a compact application package.
Step 3: Pre-Employment Handbook
A pre-employment handbook is a guide for new employees, and it includes all the crucial details that new hires should know before beginning their new jobs. This could include information about the company’s rules and practices, rewards, health and safety guidelines, and anything else new employees need to know to get off to a good start.
Step 4: Primary Induction
It is similar to the first day of school for new workers. New employees go through a main installation to learn about their new workplace and coworkers. This process is just like when kids get introduced to their new classroom and classmates on their first day of school. This could involve showing new staff around the workplace, getting to know them personally, training them on corporate policies and processes, and other crucial information.
What is an Induction Checklist?
The checklist is a thorough document the company provides new employees during onboarding. It guides them through their initial period, providing all the information they need to get started. The checklist generally covers a range of topics, including:
1. Company Information: This section describes the company’s mission, vision, culture, and key personnel, such as directors and managers.
2. Facilities: The checklist summarizes the facilities available to the employee, including the cafeteria, parking, stationery, and security standards.
3. Job Information: The checklist details the employee’s job title, duties, responsibilities, and performance expectations. It may also cover how the employee contributes to the company’s goals.
4. HR Documents: The checklist contains a list of documents the employee must submit to the HR department, such as the signed contract, allowance details, concessions, and expenses.
5. IT and Technology: This section outlines the software, applications, hardware, and IT equipment necessary for the employee to perform their job. It may also cover access to company systems and safety protocols.
6. Health and Safety: The checklist includes the company’s health and safety policies, emergency procedures, and the location of first aid kits, fire exits, and other safety tools.
7. Training and Development: This section details training timetables, mentoring or coaching appointments, and learning aids available to the employee.
By providing a well-structured checklist, the company ensures that new employees clearly understand their roles and obligations and the company’s policies and practices. This helps to guarantee a smooth onboarding procedure and sets the employee up for success in their new role.
Benefits of Induction
#1 Faster Onboarding
The programs provide new employees with the information and resources they need to quickly understand their new role and start contributing to the organization. It saves time for both the employer and employee rather than staying unproductive due to confusion and the newness of the new job.
#2 Opens the Channel of Communication
It leads to two-way communication between the employee and the employer from the beginning. Moreover, it makes the employees comfortable, enabling them to reach out to the managers and communicate their issues.
#3 Decreases Employee Retention
Whenever employees join a new job, they have several questions related to the organization’s work culture. The program can help them get answers to such queries. This will reduce the chance of helplessness and frustration. This increases employee retention and reduces the attrition rate.
#4 Increases Employee Efficiency
It provides employees with the necessary training and knowledge to help them perform better. During the first several weeks, an employee induction strategy decreases the need for additional training. Ultimately, workers have a thorough awareness of the organization’s policies and processes. This helps them understand how the rest of their team operates and ensures not to get weighed down by information overload.
The beginning of a new career is challenging and requires proper mentorship. The program reduces your burden and makes you aware of the way the organization works. Companies should pay special attention while delivering it and help the new interns or employees get familiarized with the organization and its work.
Frequently Asked Questions (FAQs)
Q1. Why is induction important from an employer’s point of view?
Answer: It is essential for employers because it guarantees employee productivity, improves retention rates, enhances the company’s reputation, and reduces workplace accidents. A thorough program provides employees with the required knowledge and skills to perform their job commitments, leading to increased productivity. It can include training on regulatory needs, reducing the risk of non-compliance and legal matters.
Q2. Can you get leave during an induction period?
Answer: Whether an employee can take leave during their induction period depends on the company’s approaches and the nature of the program. Some companies may authorize a holiday if it is planned and does not interfere with the employee’s proficiency to complete the training and tasks. Other companies may have strict policies that do not allow leave during the induction period, particularly for short and intensive programs.
Q3. Who is responsible for conducting the induction process in a company?
Answer: The obligation for conducting the induction process in a company can differ. The HR department is typically responsible for organizing and executing the general induction program, while the employee’s supervisor or manager may perform a specific orientation program. Some companies may also have designated trainers or mentors.
This is an EDUCBA guide to the Induction process of a new employee. You can view EDUCBA’s recommended articles for more information.