HomeHome SearchSearch MenuMenu Our productsOur products

Doing induction training? Here's what you must cover when it comes to company culture

by , 22 May 2014
When you do induction training, it's crucial that you also focus on company culture. By this we mean your company's personality and what defines it.

If you don't explain this to your employees, they won't know what you allow and what you don't. And you'll find it hard to discipline them because you didn't lay down the law from the onset.

Read on to find out what to cover when you explain the company culture during induction training.

***************

Slash your recruitment costs by 45%...

Fire your poor performers…

Save yourself hours, days, even weeks…

In three easy steps

***************
 

Cover these three things when you explain company culture during induction training

The Practical Guide to Human Resources Management says you must clarify company culture issues like:

#1: Language

Here, you must confirm the language in your company and enforce a rule that when employees are with colleagues who aren't from the same language group, they must switch over to the language of the company.

Be very clear about what language boundaries you allow. For example, you might tolerate swearing and foul language or adopt a zero tolerance policy to any form of swearing or foul language.

#2: Respect policy and code of conduct

If, for example, your company is formal and you want junior staff to address senior employees by their title and surname, use this policy to make it very clear.

You must stress your company's stance when it comes to respect and dignity.

Tell employees that you don't tolerate racism, sexism or other forms of abuse or harassment, including sexual harassment.

There's one more thing you must cover during induction training when it comes to company culture. And it's about appearance…
 

**********************

The critical clauses you must include in your new hire's employment contract

You employment contract is a vital document! You must ensure you develop it along the legal requirements. There are 16 clauses you have to include. And we've included the 12 others that will protect you as an employer. Cover all your bases when it comes to a new employee's contract.

**********************

#3: Dress code

Here, you must make it clear when employees can wear casual clothes or if; for example, there's a specific dress code when employees attend meetings.

If you don't make tell employees what your company culture is, they won't live up to your values and what you stand for. So make sure you explain the company culture during induction training.



Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>