Dear seniors,
I am working with a co. where they have 7 days induction program but they want to improve it. what can be done to add a wow factor to it.
The program currently has :
1. Company Orientation
2. Leaders Interaction by various divisional Heads
3. OBT
4. Buddy Program
5. Industrial Visit
6. Lectures by Leaders
Thanks for your inputs,
Regards,
Alicia
From India, New Delhi
I am working with a co. where they have 7 days induction program but they want to improve it. what can be done to add a wow factor to it.
The program currently has :
1. Company Orientation
2. Leaders Interaction by various divisional Heads
3. OBT
4. Buddy Program
5. Industrial Visit
6. Lectures by Leaders
Thanks for your inputs,
Regards,
Alicia
From India, New Delhi
Dear Alicia,
I suggest you can have a feedback form being implemented...
Once your employee completes their induction, you can send them the feedback form, which in turn will show you the rating of the induction program organised and also the feedback to improve it....
From India, Mumbai
393I suggest you can have a feedback form being implemented...
Once your employee completes their induction, you can send them the feedback form, which in turn will show you the rating of the induction program organised and also the feedback to improve it....
From India, Mumbai
Hi
A seven day induction program is a double edged sword for it can be very effective if well structured and if those taking the sessions are personally motivated and communicate very well. On the other hand if the sessions are given to individuals just because they are in authority eg. departmental heads and they have little or no interests in the induction program per se or if they treat the new inductees as wet behind the ears and the process as just another formality, then 7 days can be quite torturous and pretty ineffective. Striking a chord with the inductees is paramount.
I am sharing a link from this site which has inputs given by many others to a similar query and I am sure you can get a lot of valuable inputs from here.
https://www.citehr.com/13550-key-per...n-program.html
Best Wishes
From India, Mumbai
A seven day induction program is a double edged sword for it can be very effective if well structured and if those taking the sessions are personally motivated and communicate very well. On the other hand if the sessions are given to individuals just because they are in authority eg. departmental heads and they have little or no interests in the induction program per se or if they treat the new inductees as wet behind the ears and the process as just another formality, then 7 days can be quite torturous and pretty ineffective. Striking a chord with the inductees is paramount.
I am sharing a link from this site which has inputs given by many others to a similar query and I am sure you can get a lot of valuable inputs from here.
https://www.citehr.com/13550-key-per...n-program.html
Best Wishes
From India, Mumbai
Dear Alicia,
Here's a suggestion, consider reverse mentoring at the end of the program. Generally Orientation Programs are focused on inputs , which takes away the option of adding fresh ideas by the new hires.
Here's how reverse-mentoring was implemented. The new hires were asked to note few points which they don't see in the systems or processes as presented to them during the induction program. In case there were any concept or functions which might have been practiced by their ex-employer, yet can add value to the existing practices, can be shared as a presentation at the end of the program.
The flip side was, these inputs remained rough and often duplicate.
However, there are two things that happened simultaneously. First, the learning and un-learning process paced-up for the new hires. They were focusing more to understand the systems during the program and work doubly hard to present their concurrent ideas. Secondly, a huge amount of industry intelligence was gained through their presentation.
If you consider implementing this, please get it well documented. It can build a referential knowledge-base for the company.
From India, Mumbai
Here's a suggestion, consider reverse mentoring at the end of the program. Generally Orientation Programs are focused on inputs , which takes away the option of adding fresh ideas by the new hires.
Here's how reverse-mentoring was implemented. The new hires were asked to note few points which they don't see in the systems or processes as presented to them during the induction program. In case there were any concept or functions which might have been practiced by their ex-employer, yet can add value to the existing practices, can be shared as a presentation at the end of the program.
The flip side was, these inputs remained rough and often duplicate.
However, there are two things that happened simultaneously. First, the learning and un-learning process paced-up for the new hires. They were focusing more to understand the systems during the program and work doubly hard to present their concurrent ideas. Secondly, a huge amount of industry intelligence was gained through their presentation.
If you consider implementing this, please get it well documented. It can build a referential knowledge-base for the company.
From India, Mumbai
Dear Ms. Anuradha,
In the pursuit of excellence one will always struggle hard to PROVE his CALIBER, ABILITIES and lot more. The sky is the LIMIT and our EXPECTATIONS LEVELS will never be met because, we can't SATISFY ourselves.
INDUCTION PROGRAMME has a PRE-DEFINE OBJECTIVE and helps NEW JOINEES to understand lot more about the ORGANISATION but still, there are many points not disclosed during induction programme.
"HOW TO BE A HIGHLY FOCUSED EMPLOYEE(PROFESSIONAL) ONE WHO CAN WORK AS A TEAM MEMBER AND TEAM LEAD"
When you said, "they want to improve it", kindly request those whoever involved in the process to analyse CURRENT INDUCTION STRATEGY while CO-RELATING it DESIRED OUTCOME and "what BEST they CAN & WANT to INCLUDE & DELIVER to ACHIEVE DESIRED OUTCOME while keeping in mind CURRENT MARKET TRENDS, MARKET DEMANDS & FUTURE DEMANDS"
I don't know whether this is included in your programme or not but, i suggest you to FOCUS on
1. "WHAT(SKILLS/KNOWLEDGE/ATTITUDE) IS REQUIRED TO PERFORM BETTER THAN THE BEST?"
2. "HOW ONE CAN SUCCEED IN UNLEASHING HIS/HER HIDDEN TALENT(CREATIVITY)?"
3. "HOW ONE CAN BE AN ASSET TO THE ORGANISATION AND SUPPORT ORGANISATION TO EXCEL & GENERATE MORE REVENUE?"
There can be lot more points to be included if we really focus on PROFESSIONALISM and associated APPROACH/ACTIVITIES.
TIME is very PRECIOUS and UTILIZE it to the BEST OF YOUR KNOWLEDGE.
Kindly do correct if i am wrong.
With profound regards
From India, Chennai
In the pursuit of excellence one will always struggle hard to PROVE his CALIBER, ABILITIES and lot more. The sky is the LIMIT and our EXPECTATIONS LEVELS will never be met because, we can't SATISFY ourselves.
INDUCTION PROGRAMME has a PRE-DEFINE OBJECTIVE and helps NEW JOINEES to understand lot more about the ORGANISATION but still, there are many points not disclosed during induction programme.
"HOW TO BE A HIGHLY FOCUSED EMPLOYEE(PROFESSIONAL) ONE WHO CAN WORK AS A TEAM MEMBER AND TEAM LEAD"
When you said, "they want to improve it", kindly request those whoever involved in the process to analyse CURRENT INDUCTION STRATEGY while CO-RELATING it DESIRED OUTCOME and "what BEST they CAN & WANT to INCLUDE & DELIVER to ACHIEVE DESIRED OUTCOME while keeping in mind CURRENT MARKET TRENDS, MARKET DEMANDS & FUTURE DEMANDS"
I don't know whether this is included in your programme or not but, i suggest you to FOCUS on
1. "WHAT(SKILLS/KNOWLEDGE/ATTITUDE) IS REQUIRED TO PERFORM BETTER THAN THE BEST?"
2. "HOW ONE CAN SUCCEED IN UNLEASHING HIS/HER HIDDEN TALENT(CREATIVITY)?"
3. "HOW ONE CAN BE AN ASSET TO THE ORGANISATION AND SUPPORT ORGANISATION TO EXCEL & GENERATE MORE REVENUE?"
There can be lot more points to be included if we really focus on PROFESSIONALISM and associated APPROACH/ACTIVITIES.
TIME is very PRECIOUS and UTILIZE it to the BEST OF YOUR KNOWLEDGE.
Kindly do correct if i am wrong.
With profound regards
From India, Chennai
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How to make Induction programs impactful.pdf
Induction-agend a_139.ppt