Handling Employee Induction program

Posted: October 28, 2013 in Corporate, corporate culture
Tags: , ,

Handling Employee Induction program

When a person joins a new organization, they are always a little apprehensive and coy. AT the same time, there are oodles of energy and enthusiasm, that you will perform your best in this organization. But, you might want to dig a little deeper in the organization to know more as to how it operates, what is the employee strength, policies, etc… SO, to welcome the employee and make them assimilate the process, and the colleagues better, Induction program is conducted.

There are two types of Induction: General orientation programme and department orientation programme. General orientation helps to familiarize employee with the overall working of the organization. Whereas departmental includes the roles and responsibilities you are going to work on in your particular department. Ideally, Induction takes place over a number of weeks and it cannot be covered in day’s time. The reason being, there are vast topics to be covered which cannot be absorbed in a day.

The following topics are included in the Induction programme:

  1. General introduction: To Welcome the employees with a general introduction and then taking care of the necessary paperwork. Filling all the non-disclosure form, submitting all the documents, salary account opening. And other paper works.
  2. Company Introduction: Once you are done with the paperwork, you have to start with the introduction. Introduce yourself and ask each and every employee to do the same and try to create a lively environment but in a disciplined manner. This is just a warm up. Now start the orientation with the introduction of the company, which includes:
  • History: Explain them the history of the organization when did it start, how the owner of the company reached the leaps and bounds with the hard work and bought it to the level it is today.
  • Strength: Again, to start with explain them, the strength of the employee when it started and how it reached to this strength.
  • Branches: How many branches are there and the location and the strength of each of the branch location
  • Turnover: It is imperative that the employee knows what the turnover of the company. Where the maximum profit comes from, who are the clients they work with.
  • Board of directors: Accustom the employees with the board of directors, who takes care of what.
  • How your company operates: Most of the employees know what the company is into but, they would not know how it is operated, how it generates the revenue. SO explain in detail the operation of the company.
  • 3.  Policies and procedure: Make sure the employees are accustomed with the proper policies and procedures and they adhere to it. Also send the message loud and clear that any rules broken will be made to leave the organization irrespective of the designation they come from. Again, following things comes under policies and procedures:
  • Terms and conditions of employment: There is a form filled at the time of paperwork, which has the terms and conditions, ask them to read it carefully and then sign. This includes things like, breach of contract, using the office material for personal use not allowed, sharing the sensitive information with anyone is not allowed. And the list continues.
  • Disciplinary Action: Any unacceptable behaviour at the workplace may force the management to take disciplinary action against the employee. So make it very clear what is expected and what is not expected from them.
  • Dress code: There should be a proper dress code for the employees, like only formals from Monday to Thursday and Friday they can wear informal, but not micro minis, or collar t shirts. Every organization has a different dress code. So make sure that the employee is familiar with that.
  • Code of Conduct: It describes proper rules outlining the responsibilities of the individual towards the organization, which includes ethical code and the professional code. Ethical code of conduct is following the rules of the company and being ethical in their conduct, not divulging into any immoral practice. Professional code of conduct means being very professional in their work and not getting into a personal fight. Any rift that occurs has to be handled in a professional manner.

4.      Logistics: This includes the security system, fire emergency, cab facilities if any, the les concierges’ service available. And all the other facilities available, to coach the employees with the same.

5.      Leaves: The number of leaves an employee is entitled to in a year. Which is segregated into, earned leave. Sick leave, casual leave, compensatory off/ optional leave.

6.      Reporting time: A proper guideline has to be followed with the work timings, so make sure they are clear with the in time and out time. How many hours of work they have to do per say in the organization?

7.      Notice period: While leaving the organization what is the notice served and non adherence of the same have to pay a fine, or they will not be entitled to the relieving documents. However, some organizations have a buyable notice period. So keep this clear with the employees.

8.      Employee benefits: Which includes, the insurance facility, ESIC, PF, Gratuity, Educational benefits and any other benefits an employee is entitled to have to be elucidated.

SO, the orientation program is really important for an employee as, they get accustomed with the new rules and procedures. Apart from this the employees also have a separate departmental induction, where they are explained the individual roles and responsibilities of their work. What is expected out of them as an individual, SO on and so forth? So, all in all an orientation program is very helpful for a new employee to absorb them self to the new environment.

 

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