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Include these three elements in your induction plan

by , 29 May 2013
Never overlook the importance of inducting new employees correctly in your company. If you do it correctly, they'll be more productive and effective faster. Use this step-by-step method to create an effective induction plan for your company.

'Your company must create an induction plan that can be used for all new employees, regardless of whether they're management or junior staff,' says the Practical Guide to Human Resources Management.

Because an induction plan helps new employees become more productive sooner, you'll reduce CCMA referrals if the employee knows the rules, codes of conduct and company procedures. And you can measure his performance sooner, as he'll understand the job better.

But to achieve this, you must include three vital elements to your company induction plan.

Three things you must include in your induction plan

1. Company related information

This can include:

  • Your company culture: Structure, products and services and clients.
  • Policies and procedures: Health and safety, performance management, discipline and grievances, pay and holidays.
  • Company objectives: Short-term and long-term, and your company values and the rewarded behaviours.

2. Department information

Each department has its own specific processes and objectives. 'This induction can take place over a few days to a couple of months at least until your new employee is fully integrated into your daily departmental routines,' says the Loose Leaf.

You can include

  • Department overview: Its culture, structure, key relationships, products and services and clients.
  • Department objectives: Departmental goals, targets, priorities and current projects.

3. Individual job requirements

This induction can take a few months or more. It depends on the complexity of your company and the job.

This part of induction should be done by your employee's direct manager. He must explain what your employee needs to deliver, by when and how it'll be measured and how he fits into the company and department as a whole.

Keep in mind that it's a good idea to follow up with your employee once he's completed the more formal aspects of the induction programme.

You can use this opportunity to ask him if he's fitting in within the company culture, if he has any questions about his job or the company and you can assess if he's meeting your expectations and give him feedback.

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