Hi all, I need to prepare an induction manual for my company...a presentation infact....can anybody help me..... Regards, kavita.
From India, Bangalore
Acknowledge(0)
Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Kavita,
I am an MBA student currently working on my winter project. My project involves preparing an Induction Manual in a presentation format. The things that I have included in my presentation are:
1. A brief overview of the organization - Vision, Mission, Organizational Structure, Major Businesses and their Heads, customers, collaborations, and competitors.
2. An overview of your organization - where does your organization fit in the Organizational Structure, your products (in what way does your organization contribute), various facilities, code of conduct, security issues, various departments (in the form of an organizational chart).
3. Employment details - Pay and benefits, performance appraisal, employee development, career plans, leave plans, etc.
My main presentation includes a brief write-up of the above. However, I have provided links to various pages in case the employee wants to know more about a particular topic. Your links could be to the company website. What I have done is made separate PowerPoint presentations for some of the topics that require explanation and connected them to the main presentation.
I hope this would help you.
I may have missed out on some points. I am open to suggestions made by our other members.
Regards,
Juree
From France, Nīmes
Acknowledge(0)Amend(0)
1I am an MBA student currently working on my winter project. My project involves preparing an Induction Manual in a presentation format. The things that I have included in my presentation are:
1. A brief overview of the organization - Vision, Mission, Organizational Structure, Major Businesses and their Heads, customers, collaborations, and competitors.
2. An overview of your organization - where does your organization fit in the Organizational Structure, your products (in what way does your organization contribute), various facilities, code of conduct, security issues, various departments (in the form of an organizational chart).
3. Employment details - Pay and benefits, performance appraisal, employee development, career plans, leave plans, etc.
My main presentation includes a brief write-up of the above. However, I have provided links to various pages in case the employee wants to know more about a particular topic. Your links could be to the company website. What I have done is made separate PowerPoint presentations for some of the topics that require explanation and connected them to the main presentation.
I hope this would help you.
I may have missed out on some points. I am open to suggestions made by our other members.
Regards,
Juree
From France, Nīmes
Acknowledge(0)Amend(0)
Thankyou Juree for taking out time and replying....what i am actually looking is at an Induction manual (booklet)of any company...which is already in place.... Regards, kavita.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Dear friends, I was waiting frpm someone to give me ideas to prepare an Induction Manual or it’s format.Till date I have not received a single. Pl. suggest something! Sadhana.
From India, Thana
Acknowledge(0)Amend(0)
From India, Thana
Acknowledge(0)Amend(0)
- THE INDUCTION PROCESS -
STEP-BY-STEP GUIDELINES AND DESCRIPTIONS
PLAN - Preparation for the Induction of the New Employee.
STEP 1.1: Written Contract with New Employee
It is important for Supervisors to acquire an "Induction Kit," either from the HR Services Web Page or from your HR Account Manager. This kit contains checklists, guides, and samples for creating an effective and appropriate Induction for new employees and is designed to be used in conjunction with this guide. Reviewing the "Process Chart" which provides a simplified overview of the University Induction Process is also worthwhile and recommended.
After the employee has been selected for a position (and preferably with a verbal acceptance of appointment), the Induction process begins. The first step is to make written contact with the employee - this usually takes the form of an "Offer of Employment" contract which the appointee needs to sign.
With every employment contract sent out, the University sends a Welcome Pack. The Welcome Pack contains some information about the University, all the forms that may be required, and a pre-paid envelope within which to return the forms [to look at the content list click here]. The forms are very important for a successful and timely induction program.
Usually, an appointee will not be required to fill out every single form contained in the pack. To assist the appointee, a Welcome Pack Checklist must be filled out by the Supervisor and attached to the Contract and Welcome Pack. The Checklist - contained in the Induction Kit or available from the HR Services website - explains the purpose of the Pack and denotes which forms are required to be completed and returned.
STEP 1.2: SUPERVISOR CONTACT WITH THE APPOINTEE
The University conducts Induction Programs because it has particular needs to be satisfied and outcomes to be achieved (See Why Induction?). New employees also have needs and outcomes in relation to Induction. A successful Induction program will effectively address both.
The Supervisor will need to determine the induction requirements of the University and the local work environment [i.e., What does the appointee need to know about the University and the workplace?]. Some of these requirements can be determined by using the Induction Checklists. Other important considerations include the Strategic Plan, Faculty/Centre business plans, Position Descriptions, and the Organisational Structure.
The Supervisor should also contact the appointee and determine their needs [i.e., What does the appointee want to know and how do they best acclimatise to a new job/organisation?]. This helps to begin a positive working relationship and is a useful forum to answer questions about the University, the position, or the induction process, and discuss any particular induction requirements that the appointee may have.
It also provides an excellent opportunity to assist the appointee with the Welcome Pack forms and remind them that the forms need to be returned as soon as possible. The most important form for induction purposes is the form that generates the Staff Number. Without the Staff Number, many other necessities [such as IT access & security access] are not possible. The desired outcome of this part of the induction is to have everything ready - including Staff Number and IT Login access - by the time the employee arrives to commence work. The appointee needs to be advised to complete and return these forms as soon as possible. Contacting the employee creates an excellent opportunity to ensure that this important part of the process is completed effectively.
STEP 1.3: Preparation for Commencement and Induction
An effective induction requires good planning and good information. The following items will assist supervisors in preparing for a new employee's commencement and in the planning of their Induction Program.
Handover Report
The Handover report is intended to be a simple and clear account of the working situation at the time of the departure of the previous incumbent. This will be helpful in bringing the new appointee up to speed with the daily tasks, special projects, the office space itself, and all its resources.
The previous incumbent is the best choice for writing the Handover report. It does not have to be a "work of art," and the focus should be on conveying crucial information across. The new appointee may find this to be an extremely beneficial resource, and to try and include as much information as possible. Try to remember what it would be like for you if you stepped into this job today - what would you need to know?
The report should include as much useful information as possible. Here are some ideas:
- In conjunction with the position description/role specification, what is currently being performed by this position?
- Who are the key customers/suppliers in the work context?
- Which staff members would the incumbent interact with most on a day-to-day basis?
- What projects were being worked on? Where are they up to? What would the new appointee need to know about them? What are the deadlines? Who can I talk to about these projects? Are there plans/files?
- What is the record-keeping system? How does it work?
- What records and files are required?
- What are all the files on the shelf? Which ones will I need first?
- Where is the information stored on the computer? What systems do you use? What are the established procedures for completing work?
- Any idiosyncrasies about the work/work environment that may assist the appointee?
Is there anything special the new appointee will need to know? Any special tricks or important bits of information that you have learned about the job and the organization? In providing a detailed background of the job, the issues, the projects, and the systems that were employed before, the new appointee has a substantial resource to rely on in times of uncertainty. More importantly, this information is provided by the person who knows the position better than any other and can offer hints and insights that would be lost to the organization otherwise.
Hope this may give you some ideas regarding the induction format.
Best regards,
Shruthi.
From India
Acknowledge(0)Amend(0)
STEP-BY-STEP GUIDELINES AND DESCRIPTIONS
PLAN - Preparation for the Induction of the New Employee.
STEP 1.1: Written Contract with New Employee
It is important for Supervisors to acquire an "Induction Kit," either from the HR Services Web Page or from your HR Account Manager. This kit contains checklists, guides, and samples for creating an effective and appropriate Induction for new employees and is designed to be used in conjunction with this guide. Reviewing the "Process Chart" which provides a simplified overview of the University Induction Process is also worthwhile and recommended.
After the employee has been selected for a position (and preferably with a verbal acceptance of appointment), the Induction process begins. The first step is to make written contact with the employee - this usually takes the form of an "Offer of Employment" contract which the appointee needs to sign.
With every employment contract sent out, the University sends a Welcome Pack. The Welcome Pack contains some information about the University, all the forms that may be required, and a pre-paid envelope within which to return the forms [to look at the content list click here]. The forms are very important for a successful and timely induction program.
Usually, an appointee will not be required to fill out every single form contained in the pack. To assist the appointee, a Welcome Pack Checklist must be filled out by the Supervisor and attached to the Contract and Welcome Pack. The Checklist - contained in the Induction Kit or available from the HR Services website - explains the purpose of the Pack and denotes which forms are required to be completed and returned.
STEP 1.2: SUPERVISOR CONTACT WITH THE APPOINTEE
The University conducts Induction Programs because it has particular needs to be satisfied and outcomes to be achieved (See Why Induction?). New employees also have needs and outcomes in relation to Induction. A successful Induction program will effectively address both.
The Supervisor will need to determine the induction requirements of the University and the local work environment [i.e., What does the appointee need to know about the University and the workplace?]. Some of these requirements can be determined by using the Induction Checklists. Other important considerations include the Strategic Plan, Faculty/Centre business plans, Position Descriptions, and the Organisational Structure.
The Supervisor should also contact the appointee and determine their needs [i.e., What does the appointee want to know and how do they best acclimatise to a new job/organisation?]. This helps to begin a positive working relationship and is a useful forum to answer questions about the University, the position, or the induction process, and discuss any particular induction requirements that the appointee may have.
It also provides an excellent opportunity to assist the appointee with the Welcome Pack forms and remind them that the forms need to be returned as soon as possible. The most important form for induction purposes is the form that generates the Staff Number. Without the Staff Number, many other necessities [such as IT access & security access] are not possible. The desired outcome of this part of the induction is to have everything ready - including Staff Number and IT Login access - by the time the employee arrives to commence work. The appointee needs to be advised to complete and return these forms as soon as possible. Contacting the employee creates an excellent opportunity to ensure that this important part of the process is completed effectively.
STEP 1.3: Preparation for Commencement and Induction
An effective induction requires good planning and good information. The following items will assist supervisors in preparing for a new employee's commencement and in the planning of their Induction Program.
Handover Report
The Handover report is intended to be a simple and clear account of the working situation at the time of the departure of the previous incumbent. This will be helpful in bringing the new appointee up to speed with the daily tasks, special projects, the office space itself, and all its resources.
The previous incumbent is the best choice for writing the Handover report. It does not have to be a "work of art," and the focus should be on conveying crucial information across. The new appointee may find this to be an extremely beneficial resource, and to try and include as much information as possible. Try to remember what it would be like for you if you stepped into this job today - what would you need to know?
The report should include as much useful information as possible. Here are some ideas:
- In conjunction with the position description/role specification, what is currently being performed by this position?
- Who are the key customers/suppliers in the work context?
- Which staff members would the incumbent interact with most on a day-to-day basis?
- What projects were being worked on? Where are they up to? What would the new appointee need to know about them? What are the deadlines? Who can I talk to about these projects? Are there plans/files?
- What is the record-keeping system? How does it work?
- What records and files are required?
- What are all the files on the shelf? Which ones will I need first?
- Where is the information stored on the computer? What systems do you use? What are the established procedures for completing work?
- Any idiosyncrasies about the work/work environment that may assist the appointee?
Is there anything special the new appointee will need to know? Any special tricks or important bits of information that you have learned about the job and the organization? In providing a detailed background of the job, the issues, the projects, and the systems that were employed before, the new appointee has a substantial resource to rely on in times of uncertainty. More importantly, this information is provided by the person who knows the position better than any other and can offer hints and insights that would be lost to the organization otherwise.
Hope this may give you some ideas regarding the induction format.
Best regards,
Shruthi.
From India
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
HR Manual (Employee Hand Book).doc
(DOC - ESSPM) Employee Satisfaction Survey Process Manual.pdf
HR INDUCTION MANUAL.ppt