hi ... Uploading a PDF document on Treasure Hunt in Institute as well as Corporate setting. Hope it helps . . . ... shoOOonya ...
From Switzerland, Geneva
12From Switzerland, Geneva
Hi guys and girls,
I am sridharan having more than 25 years of learning in the field of HR with special reference to Training & Development. I am delighted to join CiteHR, to start learning HR once again, from the start.
For Induction, I suggest the following sequence:
INDUSTRY OVERVIEW
COMPANY OVERVIEW
VISION-MISSION-PURPOSE STATEMENTS
ORGANIZATION CHARTS
PRODUCTS-MARKET-COMPETITION etc
DEPARTMENTAL BRIEFINGS FROM HEADs of Departments
PERSONNEL-HR-POLICIES
INTERACTIONS WITH TOP MANAGEMENT-FUTURE OPPORTUNITIES
DINNER WITH TOP MANAGEMENT TEAM
tHANKS,
SRI
From India, Mumbai
I am sridharan having more than 25 years of learning in the field of HR with special reference to Training & Development. I am delighted to join CiteHR, to start learning HR once again, from the start.
For Induction, I suggest the following sequence:
INDUSTRY OVERVIEW
COMPANY OVERVIEW
VISION-MISSION-PURPOSE STATEMENTS
ORGANIZATION CHARTS
PRODUCTS-MARKET-COMPETITION etc
DEPARTMENTAL BRIEFINGS FROM HEADs of Departments
PERSONNEL-HR-POLICIES
INTERACTIONS WITH TOP MANAGEMENT-FUTURE OPPORTUNITIES
DINNER WITH TOP MANAGEMENT TEAM
tHANKS,
SRI
From India, Mumbai
Dear Ms Misra, Here is some guidelines attached in the form of PPT.Hope this wil serve your purpose to some extent. Thanks & Regards Ashok kumar
From India, Gurgaon
From India, Gurgaon
Hi Sonali, Can you send me the level/s for which you are trying to make the induction prgramme. Regards Manas Das
From India, Delhi
From India, Delhi
Hi Shaki,
The name of my company is Makemytrip.com. We offer travel related services to the us-india corridor in particular. Our operations are based in New Delhi. As part of our operations we have a small call centre attached to us (primarily callers and web chat). The total strength is 100 people and growing. I want to keep the ppt to about 15-20 slides. Do u need anymore info to help me out on the induction ppt?? :D
From India, New Delhi
The name of my company is Makemytrip.com. We offer travel related services to the us-india corridor in particular. Our operations are based in New Delhi. As part of our operations we have a small call centre attached to us (primarily callers and web chat). The total strength is 100 people and growing. I want to keep the ppt to about 15-20 slides. Do u need anymore info to help me out on the induction ppt?? :D
From India, New Delhi
Hi Manash, I want to use this ppt for all levels .... it would just serve as an intro to the company.... :shock: Sonali
From India, New Delhi
From India, New Delhi
By the way.....does anyone know of a policy on grievance management... we have easy access to our hod's, CEO,COO etc.... yet the top mgmt wants to know how this is typically handled in other orgs.... is there a set policy and procedure...... :?: :idea:
From India, New Delhi
From India, New Delhi
Hi:
Greetings from Canada! FYI, there's a Yahoo! discussion group on the topic of NEOP (New Employee Orientation) which has been around for about 5 years. You might want to join this group and pick the brains of the members.
I believe that you need to focus on the needs of the joinees when you create onboarding/orientation programs. The goal of both the new employee and the company is to get the new person integrated in the organization and fully productive as quickly as possible with a minimum of stress and disruption to the organization.
I think a specialized NEOP website for the organization's intranet is a great way to provide the employee with needed information, contacts, rules, customs, hot buttons -- anything he/she might need to be quickly integrated....
Here's a checklist of "stuff" I go through when I'm helping an organization think about New Employee Orientation...... [ This list isn't pretty. I've attached an MSN Word document in outline format...] This works well to help organizations think out and talk out their strategy to get new hires onboard as quickly and painlessly as possible.
XYZ Corp. New Employee Orientation Brainstorming Framework
About this orientation framework…
Description
Search tool for searching the NEOP site
XYZ Corp. – The Organization
Current Organization Structure
Key players; Pres/VPs
The XYZ CORP. Mission
Why are we here?
What are we trying to accomplish as an organization?
Canada’s premier…
World leader
Relentless pursuit of knowledge
Etc.
How will we know when we’re successful
What’s our “style”… competitive? Collaborative?, etc.
What is XYZ CORP. legally? Corporation?
Current organization roadmap
Multimedia tour???
Org Chart – with pictures?
Who’s who…
Our History
Evolution of the organization
Started as… in…
Now is… in 2005
Will be… our org objectives
Our BIG accomplishments-What we're proud of
Our Reputation
XYZ Corp. – The Employer
Our beliefs and core values
Employer of choice…
Employment Equity
Harassment
Team work
Balanced life
Work / family
Personal career fitness
Lifelong learning
Dress code
How we plan
Planning processes; budgeting, etc.
Employee Development and Training
In house
Outside training
Conferences and seminars
Working Conditions
Hours of work
Overtime
Day care facilities
Fitness facilities
Pay and benefits
Collective agreements (if any)
My Pay
Base pay
pay periods
Overtime
Group benefits
Life Insurance
Disability
Health& Dental Care
Etc.
Time off
Vacation
Statutory Holidays
Leave of absence
Maternity Leave
Jury duty
Funeral
Illness
With pay / without pay
Our tools
Admin Systems we use
Financial systems
Etc.
Software we use
MS Office Suite
E-mail – Outlook / Exchange
Getting training on MS programs
YOU – The XYZ Corp. Employee / Contractor
Your job – What’s expected
Performance Management
Personal tools and equipment
Software supported by XYZ CORP.
Eg. Outlook, Office suite
Use of contractors to do work
Keeping up professionally
Leading edge / Continuing education
X hours / year as a minimum??
Professional memberships
Leadership role expected??
Ie. in front of the audience, not in it…
Professional Associations
XYZ CORP. Library / Virtual Library
Code of conduct
Harassment
Equal employment / Discrimination
Conflict of interest
Business interests
Entertainment
Meals
Gifts
Giving gifts / Accepting gifts, awards
Software – Piracy
Use of XYZ CORP. assets
Internet; Telephone; Etc.
You and the community
Other employees / coworkers
What community?
Things like United Way, volunteerism, etc.
Passive / active???
You and the media
What can you say? To who?
Resources for you
Moving / relocation assistance services
About Ottawa; other locations
Newsletters / corporate publications
My HR Contact
My “buddy”…
Organization chart
Phone directory
Central Services available
Finding an expert – XYZ CORP.’s Expertise Database
How do I… ??
Get equipment, supplies
Grand & Toy links??
What am I allowed to have to do my job
Computer equipment; palmtop, etc.
Computer software
Personal organizer
Organize a meeting
Booking a room
Using outside facilities
Presentation equipment
Travel
Approvals
Travel arrangements
Expenses
What’s covered? What’s not?
What’s ok? What’s frowned upon…
Entertainment
Reimbursement
Spending XYZ CORP. money
The Budget process
Putting stuff on the web
Can I put stuff on the web?
What can I put on the web?
Approvals???
How to put stuff on the web…
Contacts
Publishing Standards
accessiblity
Getting stuff for my office
Grand & Toy supplier contract
Office supplies
Telecom
SEARCH TOOL
Entire Orientation web
All of XYZ Corp.
The whole internet
From United States, New York
Greetings from Canada! FYI, there's a Yahoo! discussion group on the topic of NEOP (New Employee Orientation) which has been around for about 5 years. You might want to join this group and pick the brains of the members.
I believe that you need to focus on the needs of the joinees when you create onboarding/orientation programs. The goal of both the new employee and the company is to get the new person integrated in the organization and fully productive as quickly as possible with a minimum of stress and disruption to the organization.
I think a specialized NEOP website for the organization's intranet is a great way to provide the employee with needed information, contacts, rules, customs, hot buttons -- anything he/she might need to be quickly integrated....
Here's a checklist of "stuff" I go through when I'm helping an organization think about New Employee Orientation...... [ This list isn't pretty. I've attached an MSN Word document in outline format...] This works well to help organizations think out and talk out their strategy to get new hires onboard as quickly and painlessly as possible.
XYZ Corp. New Employee Orientation Brainstorming Framework
About this orientation framework…
Description
Search tool for searching the NEOP site
XYZ Corp. – The Organization
Current Organization Structure
Key players; Pres/VPs
The XYZ CORP. Mission
Why are we here?
What are we trying to accomplish as an organization?
Canada’s premier…
World leader
Relentless pursuit of knowledge
Etc.
How will we know when we’re successful
What’s our “style”… competitive? Collaborative?, etc.
What is XYZ CORP. legally? Corporation?
Current organization roadmap
Multimedia tour???
Org Chart – with pictures?
Who’s who…
Our History
Evolution of the organization
Started as… in…
Now is… in 2005
Will be… our org objectives
Our BIG accomplishments-What we're proud of
Our Reputation
XYZ Corp. – The Employer
Our beliefs and core values
Employer of choice…
Employment Equity
Harassment
Team work
Balanced life
Work / family
Personal career fitness
Lifelong learning
Dress code
How we plan
Planning processes; budgeting, etc.
Employee Development and Training
In house
Outside training
Conferences and seminars
Working Conditions
Hours of work
Overtime
Day care facilities
Fitness facilities
Pay and benefits
Collective agreements (if any)
My Pay
Base pay
pay periods
Overtime
Group benefits
Life Insurance
Disability
Health& Dental Care
Etc.
Time off
Vacation
Statutory Holidays
Leave of absence
Maternity Leave
Jury duty
Funeral
Illness
With pay / without pay
Our tools
Admin Systems we use
Financial systems
Etc.
Software we use
MS Office Suite
E-mail – Outlook / Exchange
Getting training on MS programs
YOU – The XYZ Corp. Employee / Contractor
Your job – What’s expected
Performance Management
Personal tools and equipment
Software supported by XYZ CORP.
Eg. Outlook, Office suite
Use of contractors to do work
Keeping up professionally
Leading edge / Continuing education
X hours / year as a minimum??
Professional memberships
Leadership role expected??
Ie. in front of the audience, not in it…
Professional Associations
XYZ CORP. Library / Virtual Library
Code of conduct
Harassment
Equal employment / Discrimination
Conflict of interest
Business interests
Entertainment
Meals
Gifts
Giving gifts / Accepting gifts, awards
Software – Piracy
Use of XYZ CORP. assets
Internet; Telephone; Etc.
You and the community
Other employees / coworkers
What community?
Things like United Way, volunteerism, etc.
Passive / active???
You and the media
What can you say? To who?
Resources for you
Moving / relocation assistance services
About Ottawa; other locations
Newsletters / corporate publications
My HR Contact
My “buddy”…
Organization chart
Phone directory
Central Services available
Finding an expert – XYZ CORP.’s Expertise Database
How do I… ??
Get equipment, supplies
Grand & Toy links??
What am I allowed to have to do my job
Computer equipment; palmtop, etc.
Computer software
Personal organizer
Organize a meeting
Booking a room
Using outside facilities
Presentation equipment
Travel
Approvals
Travel arrangements
Expenses
What’s covered? What’s not?
What’s ok? What’s frowned upon…
Entertainment
Reimbursement
Spending XYZ CORP. money
The Budget process
Putting stuff on the web
Can I put stuff on the web?
What can I put on the web?
Approvals???
How to put stuff on the web…
Contacts
Publishing Standards
accessiblity
Getting stuff for my office
Grand & Toy supplier contract
Office supplies
Telecom
SEARCH TOOL
Entire Orientation web
All of XYZ Corp.
The whole internet
From United States, New York
Hi Sonali,
Great. You have got good inputs from the members of the group. And what you have planned finally is also great. On the same lines sharing what I do in my Organization as part of INDUCTION for new joinees.
The Induction Programme is divide into 3 days covering the following:
1. Ice Breaking Session by the MD - he gives a brief about the company. When it started, Company's Vision, present scene and future goals.
2. Different sessions by other Directors briefing the new joinees about their respective departments. Such as - a session by Director-Sales, Director-Development, Director-Technology.
3. And other sessions by respective HODs, such as Finance Head, System Administration Head, HR Head and so on. These people cover a brief about the working of their respective departments, introduce their teams and the job profile of each team member. SO that it is clear to the new joinees whom to contact for a particular concern or query.
HR also covers a brief about the comapny's policies and what is expected from the new joinees as now they are also a part of the company.
We also ensure the presence of all the new joinees by sending them the Induction Schedule and keep a track by taking their attendance. On the last day of the Induction, a feedback form is given to all the participants (new joinees) in which they have to share their views about the programme, any inputs from their side and so on. ( A brief Feedback Form can be prepared for the same).
Hope it helps. And if not too much of a problem. Share your presentation.
Cheers!!!
Kavita
From India, New Delhi
Great. You have got good inputs from the members of the group. And what you have planned finally is also great. On the same lines sharing what I do in my Organization as part of INDUCTION for new joinees.
The Induction Programme is divide into 3 days covering the following:
1. Ice Breaking Session by the MD - he gives a brief about the company. When it started, Company's Vision, present scene and future goals.
2. Different sessions by other Directors briefing the new joinees about their respective departments. Such as - a session by Director-Sales, Director-Development, Director-Technology.
3. And other sessions by respective HODs, such as Finance Head, System Administration Head, HR Head and so on. These people cover a brief about the working of their respective departments, introduce their teams and the job profile of each team member. SO that it is clear to the new joinees whom to contact for a particular concern or query.
HR also covers a brief about the comapny's policies and what is expected from the new joinees as now they are also a part of the company.
We also ensure the presence of all the new joinees by sending them the Induction Schedule and keep a track by taking their attendance. On the last day of the Induction, a feedback form is given to all the participants (new joinees) in which they have to share their views about the programme, any inputs from their side and so on. ( A brief Feedback Form can be prepared for the same).
Hope it helps. And if not too much of a problem. Share your presentation.
Cheers!!!
Kavita
From India, New Delhi
Hi Sonali!
Here’s the info on the treasure hunt you asked. I guess It’s coming a bit late as I was away for a couple of days. In the meanwhile , it looks like you’ve got oodles of help from other members.
Thelma from Philippines asked for info about the treasure hunt too.
Thelma, if you are reading this ..hope it helps
The important thing about an induction is to make the inductees WANT TO LEARN about their organization. ( Note the emphasis on ‘want’ ) Normal inductions are Ho Hum affairs with the HODs talking about their departments & the inductees dozing.
Shoonya has sent a PDF about a treasure hunt though I cant open it. ( I cant open any of the PPts sent by other members either. Help anyone?)
Any way here are my steps on a Treasure Hunt:
· Divide the inductees into groups of 3,4, or 5. ( the lesser the better as everyone will participate)
· Design some creative clues/ questions about each dept. these may be written clues, object clues, audio clues or video clues. ( eg : play the song, ‘country roads take me home’.. by John Denver
· Once the a team cracks the clue, they go to the respective dept & the dept briefs them about the activities of the dept. Then they get the next clue which they crack & go to the next dept.
· And so on till they cover all depts..
· Have kiosks/ counters for each dept & 1-2 people manning these. They should be equipped with info/ material about their dept.
Ideas of clues:
· A picture of parliament house= admin dept.
· A keyboard or a mouse = IT / technical dept.
· A pouch containing some vegetables (potato, onion) = catering.
· A set of letters from Scrabble which when placed correctly spells the name of a dept.
· The registration number of a vehicle belonging to an employee of a particular dept.
· Teams can also be required to pass thru an obstacle/ do some work ( eg: give them lots of balloons to blow & carry to the dept. Or make paper planes , find a clue hidden in a matchbox buried in a mound of sand, tell a dialogue from a movie. Etc, etc .)
To make it more interesting :
· Give them team names or let them chose names. Give them Company tee shirts/ caps & colored arm bands to differentiate between teams.
· Have points system . The Team that cracks the clue & reaches the dept in quickest time gets max points. Eg: within 5 mins = 20points, 6-10 mins = 15 points. 11-15 mins = 5 points & Over 15 mins = no points.
· Award a prize for the wining team ( dinner with the CEO, some cool stuff or CASH )
Last but not the least – MAKE A VIDEO OF THE ENTIRE EVENT for keepsake & use in next induction.
Hope these ideas help.
Once you start thinking , the ideas will flow. If they don’t use ME to organize & conduct it for you.
By the way, one of my first Treasure hunt inductions was for a call center. Most recent was for an airline.
All the best.
Amruth
www.greatscope.com
98860-36125
From India, Mumbai
Here’s the info on the treasure hunt you asked. I guess It’s coming a bit late as I was away for a couple of days. In the meanwhile , it looks like you’ve got oodles of help from other members.
Thelma from Philippines asked for info about the treasure hunt too.
Thelma, if you are reading this ..hope it helps
The important thing about an induction is to make the inductees WANT TO LEARN about their organization. ( Note the emphasis on ‘want’ ) Normal inductions are Ho Hum affairs with the HODs talking about their departments & the inductees dozing.
Shoonya has sent a PDF about a treasure hunt though I cant open it. ( I cant open any of the PPts sent by other members either. Help anyone?)
Any way here are my steps on a Treasure Hunt:
· Divide the inductees into groups of 3,4, or 5. ( the lesser the better as everyone will participate)
· Design some creative clues/ questions about each dept. these may be written clues, object clues, audio clues or video clues. ( eg : play the song, ‘country roads take me home’.. by John Denver
· Once the a team cracks the clue, they go to the respective dept & the dept briefs them about the activities of the dept. Then they get the next clue which they crack & go to the next dept.
· And so on till they cover all depts..
· Have kiosks/ counters for each dept & 1-2 people manning these. They should be equipped with info/ material about their dept.
Ideas of clues:
· A picture of parliament house= admin dept.
· A keyboard or a mouse = IT / technical dept.
· A pouch containing some vegetables (potato, onion) = catering.
· A set of letters from Scrabble which when placed correctly spells the name of a dept.
· The registration number of a vehicle belonging to an employee of a particular dept.
· Teams can also be required to pass thru an obstacle/ do some work ( eg: give them lots of balloons to blow & carry to the dept. Or make paper planes , find a clue hidden in a matchbox buried in a mound of sand, tell a dialogue from a movie. Etc, etc .)
To make it more interesting :
· Give them team names or let them chose names. Give them Company tee shirts/ caps & colored arm bands to differentiate between teams.
· Have points system . The Team that cracks the clue & reaches the dept in quickest time gets max points. Eg: within 5 mins = 20points, 6-10 mins = 15 points. 11-15 mins = 5 points & Over 15 mins = no points.
· Award a prize for the wining team ( dinner with the CEO, some cool stuff or CASH )
Last but not the least – MAKE A VIDEO OF THE ENTIRE EVENT for keepsake & use in next induction.
Hope these ideas help.
Once you start thinking , the ideas will flow. If they don’t use ME to organize & conduct it for you.
By the way, one of my first Treasure hunt inductions was for a call center. Most recent was for an airline.
All the best.
Amruth
www.greatscope.com
98860-36125
From India, Mumbai
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