Case Study
An engineering company is recruiting 500 management and technical staff. The company plans to train the management and technical trainees at the same training site to reduce training and logistics costs before transferring them to various locations where the company has branches.
The Training Director was briefed that his department needs to organize the induction program for the recruits and conduct job-specific training after the completion of the induction program. The training manager and the training director decide to conduct a joint induction program for all the recruits but separate job-specific training programs for the new inductees.
Q1. Please suggest a lesson plan for an induction program.
Q2. What type of seating plan would be appropriate to accommodate 500 trainees?
Q3. What type of training method do you think would be appropriate for the induction program?
Please help in solving the case study.
Thank you.
From India, Gurgaon
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An engineering company is recruiting 500 management and technical staff. The company plans to train the management and technical trainees at the same training site to reduce training and logistics costs before transferring them to various locations where the company has branches.
The Training Director was briefed that his department needs to organize the induction program for the recruits and conduct job-specific training after the completion of the induction program. The training manager and the training director decide to conduct a joint induction program for all the recruits but separate job-specific training programs for the new inductees.
Q1. Please suggest a lesson plan for an induction program.
Q2. What type of seating plan would be appropriate to accommodate 500 trainees?
Q3. What type of training method do you think would be appropriate for the induction program?
Please help in solving the case study.
Thank you.
From India, Gurgaon
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The effective way of seeking help is to post your draft answer and request whether you are on the right lines.
From United Kingdom
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1639From United Kingdom
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Let me scribble something fast of what I can think of.
Induction Program:
- Icebreaker, Inspirational welcome speech
- About the company, when and how it started, growth and success story (make it interesting), vision and mission.
- How they are planning to achieve their vision and mission. Who's working on what tasks, different departments
- Work and company culture - rules and regulations, owner mindset, Office Etiquette, reward and recognition
- Employee welfare - HR roles, PF, ESI, Insurance, Bonus, Family get-together/trip, Yearly outing (company trip), etc.
- Motivation and Inspirational speech - Positive Attitude, How to have a healthy work atmosphere, Teamwork
- Mutual Expectations - Game plan - Good use of time and resources, Taking ownership, Co-ordination
- Games, videos, Q&A session, suggestion and feedback
Seating Arrangement:
If you are going to address 500 people at a time, then you will need a real powerful speaker. Semi-circle seating is good and if the speaker is good, he/she needs to walk around the employees and keep involving them in each topic to ensure they stay engaged.
First impressions are the best. Again, I stress - Addressing 500 at a time is a little too much. It will only be effective if the speaker is a facilitator who can involve the crowd and read body languages of the participants to keep them engaged in the program.
Remember not to get into continuous telling or speech mode, please use ask and involvement mode. No lecture, No training - the people addressing have to be good facilitators, preferably all the people who are going to speak on the day need to first do a mock planning and delivery session - by clear time allotments who will speak what.
Have some motivational videos, games in between every heavy session of lecture. Ask simple questions relating to company problems - asking for suggestions and solutions, asking how we can grow will keep them active. You can also have some volunteers to come up to act, sing, dance, mimicry, etc.
Hope what I have jotted down for you will help. Good luck.
Gautham Shashangan
Management and Behavioral Trainer
9980 636 121
From India, Bangalore
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Induction Program:
- Icebreaker, Inspirational welcome speech
- About the company, when and how it started, growth and success story (make it interesting), vision and mission.
- How they are planning to achieve their vision and mission. Who's working on what tasks, different departments
- Work and company culture - rules and regulations, owner mindset, Office Etiquette, reward and recognition
- Employee welfare - HR roles, PF, ESI, Insurance, Bonus, Family get-together/trip, Yearly outing (company trip), etc.
- Motivation and Inspirational speech - Positive Attitude, How to have a healthy work atmosphere, Teamwork
- Mutual Expectations - Game plan - Good use of time and resources, Taking ownership, Co-ordination
- Games, videos, Q&A session, suggestion and feedback
Seating Arrangement:
If you are going to address 500 people at a time, then you will need a real powerful speaker. Semi-circle seating is good and if the speaker is good, he/she needs to walk around the employees and keep involving them in each topic to ensure they stay engaged.
First impressions are the best. Again, I stress - Addressing 500 at a time is a little too much. It will only be effective if the speaker is a facilitator who can involve the crowd and read body languages of the participants to keep them engaged in the program.
Remember not to get into continuous telling or speech mode, please use ask and involvement mode. No lecture, No training - the people addressing have to be good facilitators, preferably all the people who are going to speak on the day need to first do a mock planning and delivery session - by clear time allotments who will speak what.
Have some motivational videos, games in between every heavy session of lecture. Ask simple questions relating to company problems - asking for suggestions and solutions, asking how we can grow will keep them active. You can also have some volunteers to come up to act, sing, dance, mimicry, etc.
Hope what I have jotted down for you will help. Good luck.
Gautham Shashangan
Management and Behavioral Trainer
9980 636 121
From India, Bangalore
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A batch size of 500 inductees to be trained in one go is not a practical idea. For training to be meaningful, it has to be interactive. This would call for a smaller batch size. You are training adults who hate lectures. To handle a batch as large as 500 persons leaves you with no alternative but to resort to lecturing only, the efficacy of which is universally known. Your anxiety to cut down on cost by resorting to a single mega training event is likely to make training ineffective or less effective.
From India, New Delhi
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From India, New Delhi
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Rajiv, are you with IIFCO and did you do your masters from DSSW? If yes, do contact me on my mobile: 09717726667.
Yes, I very much agree with you. Training a batch size of 500 new recruits in one go is not a very good idea. This will only and surely dilute the efforts and training inputs, and the takeaways for the inductees will be precious little.
You will certainly require an exceptionally well-trained and skilled trainer with a very powerful ability to bond the inductees together. Even the Forum Leaders do not go beyond 300 odd people in their workshops.
Vasant Nair
Vasant
From India, Mumbai
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Yes, I very much agree with you. Training a batch size of 500 new recruits in one go is not a very good idea. This will only and surely dilute the efforts and training inputs, and the takeaways for the inductees will be precious little.
You will certainly require an exceptionally well-trained and skilled trainer with a very powerful ability to bond the inductees together. Even the Forum Leaders do not go beyond 300 odd people in their workshops.
Vasant Nair
Vasant
From India, Mumbai
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Saparete induction program for technical recruits and managerial recruits should be conducted. then only things will run smoothly.
From India, Delhi
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From India, Delhi
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I must agree with the above comments. My experience is that if you hold the training for 500 people, you are simply throwing the money down the drain. I understand that organizing the sessions for 30-40 people might get expensive, but at least a middle road will get you your best ROI. If you have no other option, I would at least invest in good training materials - document support - that the trainees can take back with them. Not that we all enjoy reading, but at least all the information that may be lost during the sessions they can have access to when they are back in their offices. Maybe the cheapest option is an electronic format. Although I don't encourage it for induction, think of the possibility of distance learning with some personal support; I believe that would be more effective than having 500 people in a room.
Also, remember that induction serves to help them get to know the company, their colleagues, and gives you the opportunity to give them a good first impression that motivates them during the initial period. So, the more active, friendly, and personal, the better. What works best for me is dividing them into working groups at round tables (max 10 people), with a facilitator who encourages participation and efficiently moderates.
Good luck.
Helena
improvingworklife.es
From Spain, Madrid
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Also, remember that induction serves to help them get to know the company, their colleagues, and gives you the opportunity to give them a good first impression that motivates them during the initial period. So, the more active, friendly, and personal, the better. What works best for me is dividing them into working groups at round tables (max 10 people), with a facilitator who encourages participation and efficiently moderates.
Good luck.
Helena
improvingworklife.es
From Spain, Madrid
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Dear I think training will be organized for one day than you should be divide 500 p into 5 batches for making effectiveness of your training. Regards, Pankaj
From India, New Delhi
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From India, New Delhi
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Is this a question for a university or college assignment? If so, may I ask why you are expecting CiteHR members to do your work for you? It disturbs me when people receive qualifications for which they have not done the requisite work and study. They go on to get jobs for which they are not qualified and, in turn, disrupt organizations that were counting on their expertise to help them. It is one thing to ask for assistance, but a totally different thing to expect someone else to write your assignment.
From Australia, Melbourne
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From Australia, Melbourne
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