We are an e-learning company with a head count of 50 , we want to ensure our induction program should have the best practices, can I have some suggestions and recommendations which have been very effective for your organization , if you can give some specific practice and explain it will be of great help .
From India, Madras
From India, Madras
Hi,
Please ensure that for new fresher it should be atleast of 15 days. and for experienced person it should be atleast for 7 days so that new employee can be familier with other. Make sure that he/she should give induction feedback report and submit it to the HR department. It is the Duty of HR department to give presentation of organization and its structure and policies.
From India, Ghaziabad
14Please ensure that for new fresher it should be atleast of 15 days. and for experienced person it should be atleast for 7 days so that new employee can be familier with other. Make sure that he/she should give induction feedback report and submit it to the HR department. It is the Duty of HR department to give presentation of organization and its structure and policies.
From India, Ghaziabad
Hi Kalpana,
Induction training can be conducted with a classroom approach or, preferably, online induction programs. Whichever method you choose, the following points are still relevant:
General training matters, including the values and philosophy of your particular organisation, should always be the first element of your program. Here you can cover the history and structure of your company so that employees are aware of the company’s organisation and can easily envisage their place within it.
Compulsory training elements. This part of the program should cover the essential occupational health and safety issues that relate to the individual employee’s position in the company. It should also cover mandatory training that is required for the efficient performance of their particular jobs, especially technical issues and product knowledge where appropriate.
On-the-job training. This is normally undertaken as a one-on-one task with an immediate supervisor to ensure that the employee settles into his or her role as quickly as possible and can apply the knowledge which has been acquired in earlier training modules. This is where the employees can be given the opportunity to ask questions and to obtain expert tuition as required.
Evaluation of training should take place at the end of every module to ensure the employee has acquired the skills and knowledge that the course was designed to deliver. Valuable feedback can be obtained at this point and adjustments made to any element of the program which needs fine-tuning.
Personal development. As employees proceed through each module, individual strengths and characteristics will become apparent to supervisors and managers. With this information, new programmes can be developed to strengthen the skills and to enhance an employee’s feeling of worth and sense of progress within the organisation.
Wherever possible, training sessions should also be conducted with existing staff to encourage inductees’ assimilation into the work environment for both practical and social reasons. It is always good to assume that employees will not be able to easily integrate socially and it is better to formally encourage this process.
The development of a good induction management program is not limited to the above, but it provides a good starting point. Naturally, the program should be developed in conjunction with existing on-line managers to ensure that every training module is complete in itself. This will ensure that the employee obtains maximum benefits at every step of the program.
Source: Teachmentors
Also check with the given links for more information,
Best practice guidelines for creating a productive workplace environment
The right induction - Express Computer <link updated to site home> ( Search On Cite | Search On Google )
From India, Bangalore
Induction training can be conducted with a classroom approach or, preferably, online induction programs. Whichever method you choose, the following points are still relevant:
General training matters, including the values and philosophy of your particular organisation, should always be the first element of your program. Here you can cover the history and structure of your company so that employees are aware of the company’s organisation and can easily envisage their place within it.
Compulsory training elements. This part of the program should cover the essential occupational health and safety issues that relate to the individual employee’s position in the company. It should also cover mandatory training that is required for the efficient performance of their particular jobs, especially technical issues and product knowledge where appropriate.
On-the-job training. This is normally undertaken as a one-on-one task with an immediate supervisor to ensure that the employee settles into his or her role as quickly as possible and can apply the knowledge which has been acquired in earlier training modules. This is where the employees can be given the opportunity to ask questions and to obtain expert tuition as required.
Evaluation of training should take place at the end of every module to ensure the employee has acquired the skills and knowledge that the course was designed to deliver. Valuable feedback can be obtained at this point and adjustments made to any element of the program which needs fine-tuning.
Personal development. As employees proceed through each module, individual strengths and characteristics will become apparent to supervisors and managers. With this information, new programmes can be developed to strengthen the skills and to enhance an employee’s feeling of worth and sense of progress within the organisation.
Wherever possible, training sessions should also be conducted with existing staff to encourage inductees’ assimilation into the work environment for both practical and social reasons. It is always good to assume that employees will not be able to easily integrate socially and it is better to formally encourage this process.
The development of a good induction management program is not limited to the above, but it provides a good starting point. Naturally, the program should be developed in conjunction with existing on-line managers to ensure that every training module is complete in itself. This will ensure that the employee obtains maximum benefits at every step of the program.
Source: Teachmentors
Also check with the given links for more information,
Best practice guidelines for creating a productive workplace environment
The right induction - Express Computer <link updated to site home> ( Search On Cite | Search On Google )
From India, Bangalore
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