Knowing about things and knowing what to do in particular situations becomes a major issue for all organisations when it comes to bringing on board new staff. So much energy is expended by management in making sure they have hired the right people that it is easy to forget that hiring is the easy part. Most modern organisations have invested in meaningful staff induction programs; however, it is extremely difficult to keep these programs fresh and interesting. The induction process has probably evolved over many years, possibly spanning a number of HR managers, who might have had different views on the approach.
Investment in the induction process is a key determinant of quality. Typically, this investment is much higher in terms of time spent by existing experienced staff in training their new colleagues. Technology can help also. E-learning and policy management systems can take a level of stress from the induction agenda as it allows the new staff to self manage their pace of learning and policy sign up. Both technologies enhance traditional on the job training, along with classroom training. The auditing function of these types of software makes it easier to ensure that no-one gets left out.
A good induction process sets the tone for the new relationship between employer and employee. Organisations should not be afraid to set out their stall in terms of what they stand for as a company and what they expect from people. Let’s face it, after 6-8 weeks in the position most people look and act as if they have been working there all their lives.
Don’t miss the opportunity to make a difference with your induction process.