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INDUCTION PROCEDURE FOR NEW STAFF |
Proper new staff induction can save problems and costs down the track, and reduce staff turnover.
I. Objective of an Induction Procedure
The objective of an induction procedure is that the employer, business owner or manager will explain to a new employee, and that the new employee will fully understand the following:
a. The objectives of the business or organization, and the objectives of the area in which the new employee will work
b. The business or organizational policies and procedures
c. Their own Key performance Indicators, and how these are related to the Strategic Business Plan
d. All aspects of the employment relationship
e. The organizational structure
f. Communication channels within the business
g. The layout and geography of the workplace
II. Benefits of a proper Induction procedure include:
a. Avoiding any doubt on the part of the new employee, especially in respect of performance and quality aspects of the role
b. Giving the new employee a sense of certainty about their job and the whole working environment
c. Avoiding any possible personal grievance or complaint actions
III. Induction Check List
It is important to have a check list of items to cover during the induction procedure. This may be very simple or extensive, but it will provide a permanent record in the employee's personal file that the procedure was carried out, and the items which were discussed. The sample check list attached can be used as a guide to produce your own, to include other items relevant to your business, or exclude items not relevant.
A Sample Induction Check List is attached below
IV. Further comments to the Induction Check List
a. The business owner or employer should go over the employment Agreement or Contract with particular reference to "out of the ordinary" clauses, and which are beyond the statutory minimum.
b. The new employee should be advised of the business or organizational objectives to help focus the employee where the business is heading.
c. All policies such as Health and Safety, Harassment, Grievance or complaint should be included.
d. The Key Performance Indicators derived from the employee's Job Description should be explained.
e. Guidance on any business or organizational "Culture" should be explained, including the formality or informality of internal or external relationships.
f. The existence of a Strategic Business Plan relating to the future direction of the business, or proposed changes which have already been advised to existing staff should be disclosed.
g. The time that a business "Buddy" or mentor will be available for assistance.
h. What training will be provided as part of the new role.
INDUCTION CHECKLIST
Induction for: ____________________________ Position: ____________________
Appointment Date: ___ / ___ / ___
Induction to be completed by: ___ / ___ / ___
Manager's Name & Position: _____________________________________________
Information to be covered - if not applicable mark N/A
Staff Initial
BEFORE the staff member starts
Office accommodation and equipment
Confirm office/desk area and office furniture, including any special requirements, diary, stationery etc Confirm computer availability Apply for email account, and complete and send off any other computer access forms required Organise security keys
Internal communications
Inform team of start date of new staff member
Add staff member to distribution lists (including email groups)
Appoint a team "buddy" to assist new staff member in the first week
Send signed offer and employment documentation, including IRD form, New Employee Information Form, Role Description, Date and time of start on first day, Dress code
Draw up list of people the new staff member should meet
Arrange business cards if required
ON THE FIRST DAY
Introduce to Senior Managers
Introduce to team "buddy"
Introduce to rest of team
Provide information on the Company - Structure, Communication and reporting channels, core Processes, policies, goals , future changes
Employment Issues
Hours of work, lunch and tea breaks
Initial discussion/training on the staff member's new role - key tasks and performance measures, personal concerns contact
Holidays/Sickness entitlement. Explain procedures for leave
Who to contact if sick
How and when payment is made, bank forms
Office Arrangements
Location of office/desk, space for work and personal items (e.g. coat)
Phone book, internal phone book, making outside calls
Voicemail system and arrangements for training
Mail systems, times of delivery and collection etc
Location of toilets and other facilities e.g. coffee & tea, water to drink
Where photocopier, fax, basic stationery and other consumables are located, and how equipment works
Car parking
Computers
Training on the Email system and software packages
Security and Safety
Confidential statement (if required) signed and policy explained
Supply security access keys, as required, and advise on security given, including what to do if these are lost
How to set and turn off any after hours alarm system
Building evacuation and emergency procedures - emergency exits
Location of first aid cabinet. Information on injury reporting and claims supplied
Any other items discussed:
I acknowledge that the above items have been discussed with me ...................... Date.................................
When this form is completed, please ensure it is filed on the staff member's personal file.
About the Author
Following a distinguished career as a Naval Officer and many years in Senior Operational Management positions, and in Small Business mentoring, Bob has chosen to use the benefit of that experience to help business Owners create successful businesses. His website http://www.strategic-business-plan-4u.com contains free business information, and his eBook on Strategic Planning is a simple,easy to follow approach to drive businesses to the next level.
Article source http://w4rum.com/2823.t
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| [By Kimber Fulcher] [08/Aug/07] |
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