Hi dears,
We used an indication program in our organization, and it takes about four hours at least. So, I'm thinking of keeping it through video or online. What is the best practice to automate the indication program in order to save time, especially for new employees who are in remote areas?
Thank you
From Saudi Arabia
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We used an indication program in our organization, and it takes about four hours at least. So, I'm thinking of keeping it through video or online. What is the best practice to automate the indication program in order to save time, especially for new employees who are in remote areas?
Thank you
From Saudi Arabia
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One of the ways would be to simply have a video conference with the remote location new joiners at the same time when induction is being conducted in your location. This ensures that their queries are resolved, and time is also saved as you will be conducting the induction simultaneously for both locations.
From India, Bangalore
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From India, Bangalore
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Some very good answers, but most of them are very theoretical. However, that's been the main problem: why only a few organizations in India have highly productive Induction and Orientation programs. Let me try to explain to you what they are all about and why it is important.
You are a new employee and are absolutely thrilled to get this job. Every individual is excited about a new job...everyone! But all your dreams, your energy, and your excitement need to be channeled to become productive for the organization. Induction and Orientation are meant to do exactly that.
Induction is actually an attempt to make you part of the vision of the organization. Ideally, it should be designed to make you part of the overall dream. It should align your dreams, your aspirations with those of the organization. That can only be possible if you understand what, how, where, and why of the overall vision. Induction gives you the big picture, how every big or small part of the organization supports and aligns with each other. It is also a great opportunity (which 90% of the time goes to waste in India) for HR to create a channel of communication with you directly.
It is NOT about telling you the rules and regulations. Unfortunately, that's exactly what happens in most organizations. They start telling you about the rules and regulations of the organization. Why? You have the employee manual for that, and I presume most new employees are educated and can read on their own. Yes, any doubts or clarifications can be discussed in this forum, but having a 4-hour presentation on the employee manual is an absolute waste of quality time (but that's my opinion). This is also the time you would likely be made aware of the key players in your organization and some great exciting happenings within the organization.
Now that you are aligned with the overall dreams and are now part of that dream, it is time to get you to understand how and what you can contribute. AND so, Orientation is done. It is a process of getting you aligned with your department, your team, and aligning your thinking pattern, your working style with that of the team. This is to ensure you work towards a common collective team goal. This is where you get to understand how you can contribute and what is expected of you. It is also a great opportunity to establish rapport with your department and your managers.
If done properly, Induction and Orientation are perhaps the single most important, effective, and critical components of "Employee Engagement." This is where you either make an employee part of your dream, your vision, or it is just another job that he (the employee) would leave at the next opportune moment.
Having said that, these are, of course, my opinions and experiences of more than 20 years, and I could be wrong (although I doubt it!)...:-)
Cheers
Navneet
From India, Delhi
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89You are a new employee and are absolutely thrilled to get this job. Every individual is excited about a new job...everyone! But all your dreams, your energy, and your excitement need to be channeled to become productive for the organization. Induction and Orientation are meant to do exactly that.
Induction is actually an attempt to make you part of the vision of the organization. Ideally, it should be designed to make you part of the overall dream. It should align your dreams, your aspirations with those of the organization. That can only be possible if you understand what, how, where, and why of the overall vision. Induction gives you the big picture, how every big or small part of the organization supports and aligns with each other. It is also a great opportunity (which 90% of the time goes to waste in India) for HR to create a channel of communication with you directly.
It is NOT about telling you the rules and regulations. Unfortunately, that's exactly what happens in most organizations. They start telling you about the rules and regulations of the organization. Why? You have the employee manual for that, and I presume most new employees are educated and can read on their own. Yes, any doubts or clarifications can be discussed in this forum, but having a 4-hour presentation on the employee manual is an absolute waste of quality time (but that's my opinion). This is also the time you would likely be made aware of the key players in your organization and some great exciting happenings within the organization.
Now that you are aligned with the overall dreams and are now part of that dream, it is time to get you to understand how and what you can contribute. AND so, Orientation is done. It is a process of getting you aligned with your department, your team, and aligning your thinking pattern, your working style with that of the team. This is to ensure you work towards a common collective team goal. This is where you get to understand how you can contribute and what is expected of you. It is also a great opportunity to establish rapport with your department and your managers.
If done properly, Induction and Orientation are perhaps the single most important, effective, and critical components of "Employee Engagement." This is where you either make an employee part of your dream, your vision, or it is just another job that he (the employee) would leave at the next opportune moment.
Having said that, these are, of course, my opinions and experiences of more than 20 years, and I could be wrong (although I doubt it!)...:-)
Cheers
Navneet
From India, Delhi
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Induction-agend a_139.ppt