Dear all, Can any body give some guidelines of conducting on the job induction for one or two days in case of new recruit Regards Shruti
From India
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From India
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Hi Shruti,
Not sure if this will help you but I am including an outline of what we include in our employee orientation book.This is meant as a guide for managers to use when inducting new employees and for each section there is an employee sign off form which indicates the manager has reviewed this with the employee. While this may not be what you would anticipate using it might give you some ideas on what you would want to include.
Good Luck.
Jo
Scope
All personal files held by the Employee Services Centre on behalf of for regular and temporary full-time or part-time employees paid through a company payroll.
Process
Documents filed under indexes such as:
Hiring
Contractual Changes
Appraisals
Benefits
Personal Details
Issue Management, Leave and Sickness
Termination
Documents to be retained for the period of employment and 5 years post-termination :
Hiring
CVs and application forms
Interview and assessment centre notes
New Hire form/details of current home address and next of kin
Original Offer letter & terms and conditions of employment
Relocation offers
Official Secrets Act forms
Confidential agreements
Contractual Changes
Contractual shift changes & changes to hours of work
Previous employment records;
acquired companies/cross border transfers
Working time directive records including opt-out forms
Addendums, changes or renewal of contract terms and conditions
(signed copies replace unsigned copies)
Personal schedules
Promotion & ad hoc salary increase letters (most recent)
Secondment authorization plus any travelling expenses agreements
Executive records
Expatriate Assignment/repatriation records
Internal transfer letters (signed copies to replace unsigned)
Where applicable for fair employment legislation
Internal application forms
Internal offer letter checklists
Job descriptions
Benefits
Red-circled benefit details
Pension Plan application form
Company car personal undertaking
Company car applications/requisitions/personal undertaking/election or
change to cash option
Issue Management, Leave & Sickness
Issue Management documentation: disciplinary, grievance, capability, sickness absence and performance improvement plan paperwork
Unpaid and Compassionate leave requests
Time and attendance records (where applicable)
Medical reference form
Return to work medical information
Long-term sickness records
Personal Details
Further education authorizations/deductions & certificates
Mortgage and tenancy references given by Company
Personal data audits and change requests
Personal file requests
Termination
Resignation letters
Exit interview notes
Leavers form
Conflict of interest
Official Secrets Act forms
Other non-disclosure agreements
Previous redundancy or other termination monies paid
Current redundancy or other termination payments
Severance/Compromise agreements
To be kept for 5 years
Appraisals
To be kept for 2 years
Contractual
Maternity details
Annual merit letters
PCFs (Personal change forms)
Holiday records where applicable
Other leave requests e.g. Career Break, Territorial Army etc.
To be kept for 12 months:
Hiring
Offer letter checklist
Personal References
Application & changes to Health Plan
Stock Purchase Plan enrolments/changes and terminations
Travel supplements
Advance of salary requests
First Aider correspondence
Psychometric tests (Talent Management)
Self-certification forms (Occupational Health)
Medical pre-employment questionnaire
Interview expense claims
Department changes
Changes in reporting line
Incentive plan target details and letters
Details of awards e.g. PRIDE
Stock Option award letters
Supplementary pension details
Taxable benefit statements for year end
Company name change letters
Fire Warden correspondence
Ad hoc management correspondence
Employee ID's photos etc.
Authorization to take company property off site
Hope this helps you.
Jo Verde
JeMM Consultants
www.jemmconsultants.com
From Canada, Ottawa
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4Not sure if this will help you but I am including an outline of what we include in our employee orientation book.This is meant as a guide for managers to use when inducting new employees and for each section there is an employee sign off form which indicates the manager has reviewed this with the employee. While this may not be what you would anticipate using it might give you some ideas on what you would want to include.
Good Luck.
Jo
Scope
All personal files held by the Employee Services Centre on behalf of for regular and temporary full-time or part-time employees paid through a company payroll.
Process
Documents filed under indexes such as:
Hiring
Contractual Changes
Appraisals
Benefits
Personal Details
Issue Management, Leave and Sickness
Termination
Documents to be retained for the period of employment and 5 years post-termination :
Hiring
CVs and application forms
Interview and assessment centre notes
New Hire form/details of current home address and next of kin
Original Offer letter & terms and conditions of employment
Relocation offers
Official Secrets Act forms
Confidential agreements
Contractual Changes
Contractual shift changes & changes to hours of work
Previous employment records;
acquired companies/cross border transfers
Working time directive records including opt-out forms
Addendums, changes or renewal of contract terms and conditions
(signed copies replace unsigned copies)
Personal schedules
Promotion & ad hoc salary increase letters (most recent)
Secondment authorization plus any travelling expenses agreements
Executive records
Expatriate Assignment/repatriation records
Internal transfer letters (signed copies to replace unsigned)
Where applicable for fair employment legislation
Internal application forms
Internal offer letter checklists
Job descriptions
Benefits
Red-circled benefit details
Pension Plan application form
Company car personal undertaking
Company car applications/requisitions/personal undertaking/election or
change to cash option
Issue Management, Leave & Sickness
Issue Management documentation: disciplinary, grievance, capability, sickness absence and performance improvement plan paperwork
Unpaid and Compassionate leave requests
Time and attendance records (where applicable)
Medical reference form
Return to work medical information
Long-term sickness records
Personal Details
Further education authorizations/deductions & certificates
Mortgage and tenancy references given by Company
Personal data audits and change requests
Personal file requests
Termination
Resignation letters
Exit interview notes
Leavers form
Conflict of interest
Official Secrets Act forms
Other non-disclosure agreements
Previous redundancy or other termination monies paid
Current redundancy or other termination payments
Severance/Compromise agreements
To be kept for 5 years
Appraisals
To be kept for 2 years
Contractual
Maternity details
Annual merit letters
PCFs (Personal change forms)
Holiday records where applicable
Other leave requests e.g. Career Break, Territorial Army etc.
To be kept for 12 months:
Hiring
Offer letter checklist
Personal References
Application & changes to Health Plan
Stock Purchase Plan enrolments/changes and terminations
Travel supplements
Advance of salary requests
First Aider correspondence
Psychometric tests (Talent Management)
Self-certification forms (Occupational Health)
Medical pre-employment questionnaire
Interview expense claims
Department changes
Changes in reporting line
Incentive plan target details and letters
Details of awards e.g. PRIDE
Stock Option award letters
Supplementary pension details
Taxable benefit statements for year end
Company name change letters
Fire Warden correspondence
Ad hoc management correspondence
Employee ID's photos etc.
Authorization to take company property off site
Hope this helps you.
Jo Verde
JeMM Consultants
www.jemmconsultants.com
From Canada, Ottawa
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Hi Shruti,
Jev has covered some points.
Shruti, if you want to conduct an Induction for two days, you need to invest a lot of your time and the candidate's. Just kidding.
Here are some tips...
FIRST DAY OF INDUCTION
The general things that would be done at the Induction are handling the company's policies book to the new joiner, which also contains information about all the leaders of your organization, such as the CEO, CCO, Directors, and others. Then, filling out bank account forms, temporary ID cards, PF forms, etc. If you can manage it, it would easily cover half of the day. For the remaining part of the working day, take the employees to your cafeteria, gym, garden, swimming pool, playground, and show all the important areas of the organization. Make sure to spend at least 10-15 minutes at each spot explaining the rules and regulations for usage and the contact authority in case of any issues with food, gym, etc. This should successfully pass the first day.
SECOND DAY OF INDUCTION
Now, it is your turn to introduce the candidates to all the Heads of the organization like the CEO, Managers of all the branches, project leads, and the employees of the branch they are going to work. This may take more than half a day, as you need to check the availability of the leads for the introduction. Ensure you inform them in the morning, "Today, we are going to meet all the Department heads of our organization." For the remaining part of the day, make them feel at ease by conducting some indoor games like "Dumb Charades" or "First Word in Mind," and other activities.
So, here we have completed 2 successful days of induction.
Simply speaking, Shruti, it is all about presence of mind :)
Hope it works.
Regards,
Kiran.
From Netherlands
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Jev has covered some points.
Shruti, if you want to conduct an Induction for two days, you need to invest a lot of your time and the candidate's. Just kidding.
Here are some tips...
FIRST DAY OF INDUCTION
The general things that would be done at the Induction are handling the company's policies book to the new joiner, which also contains information about all the leaders of your organization, such as the CEO, CCO, Directors, and others. Then, filling out bank account forms, temporary ID cards, PF forms, etc. If you can manage it, it would easily cover half of the day. For the remaining part of the working day, take the employees to your cafeteria, gym, garden, swimming pool, playground, and show all the important areas of the organization. Make sure to spend at least 10-15 minutes at each spot explaining the rules and regulations for usage and the contact authority in case of any issues with food, gym, etc. This should successfully pass the first day.
SECOND DAY OF INDUCTION
Now, it is your turn to introduce the candidates to all the Heads of the organization like the CEO, Managers of all the branches, project leads, and the employees of the branch they are going to work. This may take more than half a day, as you need to check the availability of the leads for the introduction. Ensure you inform them in the morning, "Today, we are going to meet all the Department heads of our organization." For the remaining part of the day, make them feel at ease by conducting some indoor games like "Dumb Charades" or "First Word in Mind," and other activities.
So, here we have completed 2 successful days of induction.
Simply speaking, Shruti, it is all about presence of mind :)
Hope it works.
Regards,
Kiran.
From Netherlands
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Induction, Orientation & Integration.doc
NEW EMPLOYEE ORIENTATION HANDBOOK.doc.pd f