“What are the benefits of induction?”  
• Reduces the risk of the recruitment failing and therefore the cost of recruiting again.
• Reduces the new employee’s worries about starting a new job.
• Reduces the risk of misunderstandings regarding rights and responsibilities
• Employees know exactly what is expected of them
• Helps reduce accidents
• Helps protect the employer legally
 

The role - This refers to skill requirements, job-specific knowledge, and learning period.
The organisation - size, structure, values - It is important that the induction received by the employee is relevant to the organisation.  For example in a large organisation with several new starters in the same period, a structured formal induction programme may be suitable, to ensure that everyone is included and receives a standardised level of induction.  There may be a scheduled programme of events and activities designed to induct the employees.

In a smaller organisation, this may be more informal and dependent on the organisation’s work and clients / customers at the time of the employee joining. Whichever the situation, the induction must be responsive to the needs of the individual and their pace of learning, level of knowledge and previous experience. To ensure the induction period is as productive as possible, discussing this with the employee and so making it a two-way process is ideal. Input from the employee can be particularly important when it comes to the objectives of the induction period.

The person - Everyone is different and everyone learns and adapts at a different rate.  Therefore the induction must allow for the individual’s specific needs.