So, you've finally found that perfect candidate and now it is their first day. How can you ensure that your new employee gets off to a good start? Well, the key could be held in the induction process.

What is the purpose of an induction?

Key reasons include integrating staff into the organisation, helping them adapt to working in their new environment and providing them with the information necessary to contribute safely and effectively, as soon as possible. Research has shown that a tailor made programme increases staff retention, reduces the risk of misunderstandings concerning the new role, reduces employee worry and helps increase the chance of an employee staying beyond their first year in the job.

Key Elements

Key elements of a successful induction programme include the following:

1. Physical Orientation. Showing the new employee around the workplace and facilities, allowing them to become familiar with their surroundings and putting them at ease.

2. Organisational Orientation An organisational chart maybe the best way to describe how the organisation is structured but the key point is to describe how they fit into the structure, so they can become acquainted with their role and what it means for the organisation.

3. Health and Safety This is a legal requirement to describe all Health and Safety procedures, where to find policies and who the key Heath and Safety contacts are within the organisation.

4. Organisational History Describing the roots of the organisation, its products and services and the culture and values it follows, helps give the new starter the underlying knowledge they need to really feel a part of the organisation.

5. Job Role Explaining exactly what their job role entails and what is expected of them will help give the new starter an understanding of the level and standard of work expected. You can also help reduce the fear of moving to a new job and help reach optimum performance quicker.

How?

Induction does not just have to mean form-filling and administration duties, all undertaken by one member of staff or the HR Department. Involving a range of staff from across the business may help the new employee to feel comfortable within the different areas of the organisation. Line Managers, colleagues, other departments and HR can all be involved to help ensure a successful induction programme. Informal, longer scale induction methods can also help a new employee integrate into the social culture of the organisation. Examples include mentor or buddy schemes, which provide a source of support, an alternative contact and help build positive relationships within the organisation, which are often continued well into the new starters career.

Contact Anita Patel on 01494 451 681 or any other HR Advantage consultant for more information about how HR Advantage can help you establish and maintain a great welcome for new starters.

December 2005