The term ‘induction’ is generally used to describe the whole process whereby employees adjust or acclimatise to their jobs and working environment. The purpose of induction is to ensure the effective integration of staff into the organisation for the benefit of both parties.
Induction should provide all the information salient to new employees, without being overwhelming, it should include:
Who needs an induction programme?
All staff, both full- and part-time. Some groups have specific needs – graduate trainees, people returning from career breaks, long-term absence or maternity/paternity leave, senior appointments, etc.
The basics of an induction process:
The structure of an induction course depends not only on the size and nature of an organisation but also on the type of recruit. The line manager is responsible for a new recruit’s induction, but may not be expected to cover all the elements.
It may be useful to use the following aide memoire when inducting staff and ensure you know who is covering what! This checklist covers what induction training has been received and ideally should be countersigned by the individual. It helps to ensure all employees receive the information they need as well as acting as a vital source of reference later in employment – for example to check an employee has been briefed on policies, or to produce evidence of training in the event of a health and safety inspection.
– joining instructions
– proof of the right to work in the UK (if not already done during recruitment)
– conditions of employment
– company literature
Health and Safety
– emergency exits
– evacuation procedures
– first aid facilities
– health and safety policy
– accident reporting
– protective clothing
– specific hazards
– policy on smoking
– site map – canteen, first aid post, etc.
– telephone system
– computer system
– organisation chart – company/departmental
– company products and services
– security pass/procedures
– car park pass
– Confidentiality/ Freedom of Information Act
Terms and conditions
– absence/sickness procedure
– working time, including hours, flexi-time, etc
– arrangements for breaks
– holidays/special leave
– probation period
– performance management system
– discipline procedure
– grievance procedure
– internet and email policy
– pay – payment date and method
– tax and national insurance
– pension/stakeholder pensions
– expenses and expense claims
– agree training plan
– training opportunities and in-house courses
– CPD (if appropriate)
– Culture and values background
– mission statement
– employer brand
Leeds based HR180 is a team of superheroes in HR Outsourcing, Projects and Consultancy committed to work in partnership with organisations of all sizes to establish working policies to go above and beyond Employment Law requirements, to protect both employees and employers alike. We love to hear from you, so call us on 0113 287 8150 or hit the Rescue Me button.