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Induction: Inspire employees from day one

by , 25 June 2014
Contents of the 5-part Special Course

Part 1: Avoid the Pitfalls of Fixed-Term Contracts
Part 2: What Counts as a Dependant's Emergency?
Part 3: How to Stop Grievances Escalating to Constructive Dismissal Claims
Part 4: Induction: Inspire Employees from Day 1
Part 5: Can We Dismiss an Employee Covered by a Sick Note?

50 HR Policies and Procedures your company MUST have if you want to stay out of trouble at the CCMA 
These days, it's not enough to just give an employee a simple contract when you hire him. It's also essential that you give him all the documents and policies he'll need when working for you. 

The 50 HR Policies and Procedurescontains all the ready-made documents you need to:
  • Make sure you give your staff the correct documents and policies;
  • Have the right sample forms and policies; and
  • Ensure that all your necessary documentation is correct and legal. 
Make sure there's not a single policy, contract or piece of paperwork you've forgotten. 

Get yours here now today.


Induction: Inspiring employees from day one 

When an employee first joins a company, it is essential to ensure that there is a period of induction. The induction process is a means of acclimatising the employee to the company, and ensuring that the employee settles quickly into the company. Research has shown that employees who are effectively inducted into a company are likely to become competent performers more quickly, and are more likely to stay with a company. A significant number of employees who leave a company within the first few months give the reason as being a lack of welcome, and an inability to settle into the company.

What Should be Covered?
The length and detail of the induction will depend on the seniority of the job, the complexity of the work and the company. However, as a minimum the following areas should be covered:
  • Some information about the company, such as the products/services, structure and background. An employee needs to understand the company to be committed to it.
  • The values of the organisation. If there is a mission statement this should be explained to the employee.
  • The terms and conditions of employment. Although it is likely that some of this will have been explained at interview, and confirmed in writing, it is important to go through this in some detail so that there are no misunderstandings or disputes at a later point.
  • Key rules and procedures, such as disciplinary rules, sickness absence reporting rules, specific rules about uniform, etc.
  • The physical layout of the organisation. Employees need to know where the toilets are and where to find key tools and equipment.
  • All relevant health and safety issues. Appropriate health and safety training must be arranged e.g. fire safety.
  • First aid arrangements.
  • Any employee involvement or communication activities.
  • Issues relating to security.
  • Any issues relating to the use of computers. Employees need to understand security issues such as password protection, and also need to understand issues relating to data protection, the appropriate use of email and what internet usage is allowed.
Most of the points in this list relate to information that needs to be communicated to the employee. There is also a need to ensure that the employee is appropriately equipped to do the job. Hence, part of the induction process should be an evaluation of the employee's skills and experience, and arrangement of any training that is required.

Evaluating the Induction
It is also important to evaluate the induction. At the end of the induction programme, ask the employee if there is anything else that s/he would like to know. At the end of the first week, ask the employee if there is anything else that can be done to help the employee settle into the company. Throughout, take every possible action to help the employee settle in so that s/he can start to add value to your company quickly. 



Are you SURE you've CORRECTLY DOCUMENTED all your employees details, job description and areas of performance...
Even if you've told the employee about all your policies and procedures, you could still get in trouble if you've failed to document it all in the exact legally correct way. 

Whenever an employee disputes a policy or procedure, you don't want to be caught out because of a tiny oversight in your paperwork. And be warned: the CCMA, unions and employees are always ready to catch you out.

Get your hands on all the most important documents for clear and effective documentation here, today. Your workload just became a whole lot easier...

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karen evans 2014-07-01 11:41:19

I have been told by a friend that if you have under 7 employees that you do not have to have UIF,
How true is this ?

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