hi ...
That was quite an exhaustive list of elements (put up by Eric) to be considered for any Induction / Orientation program.
I guess there is hardly any element left out. Anyone can now simply take up the list, pick out the elements which are relevant to their particular case, delibrate on the remaining list before discarding it.
And the suggestion of using the Intranet is also quite a valuable one. I think the Intranet is a very powerful organisaational tool. It is one of the first steps towards corporate digitization which will speed up a lot of processes.
In case of Induction / Orientation / Online-Training, it becomes quite an inexpensive one-time-cost resource which can be used anytime any-number-of-times.
hey Soumya .... i guess you have already received a lot of material for the induction / orientation program .... do let us know what is the final output / format / elements you are using . . .
The Treasure Hunt Inputs from Amruth are also pretty valuable ...
Hey Amruth ... send in your mail id to me ... I will mail you the files uploaded in this forum topic.
...shoOOonya ...
From Switzerland, Geneva
12That was quite an exhaustive list of elements (put up by Eric) to be considered for any Induction / Orientation program.
I guess there is hardly any element left out. Anyone can now simply take up the list, pick out the elements which are relevant to their particular case, delibrate on the remaining list before discarding it.
And the suggestion of using the Intranet is also quite a valuable one. I think the Intranet is a very powerful organisaational tool. It is one of the first steps towards corporate digitization which will speed up a lot of processes.
In case of Induction / Orientation / Online-Training, it becomes quite an inexpensive one-time-cost resource which can be used anytime any-number-of-times.
hey Soumya .... i guess you have already received a lot of material for the induction / orientation program .... do let us know what is the final output / format / elements you are using . . .
The Treasure Hunt Inputs from Amruth are also pretty valuable ...
Hey Amruth ... send in your mail id to me ... I will mail you the files uploaded in this forum topic.
...shoOOonya ...
From Switzerland, Geneva
Hi Sonali,
Nice ideas came frm every one. now i feel tht im not too late to share some views on what an employee expects....
the employee is very eager to know their colleuges than an others. after your brief induction on the comapny policies, rules and regualtions.... if every dept/project head will take five minutes in the induction to introduce them and make them involved in tht session.
This helps to get clear picture of their concerned dept or proj. the dept head can discuss abt the proj's thy handle, how they go to complete the task, etc.. can be discussed. one thing to remember is that it should not take more than 10 mins of time.
It would be fun if the induction is informal in nature.
Hope this should would be nice to implement.
Thanks and Regards
Sridhar
From India, Madras
Nice ideas came frm every one. now i feel tht im not too late to share some views on what an employee expects....
the employee is very eager to know their colleuges than an others. after your brief induction on the comapny policies, rules and regualtions.... if every dept/project head will take five minutes in the induction to introduce them and make them involved in tht session.
This helps to get clear picture of their concerned dept or proj. the dept head can discuss abt the proj's thy handle, how they go to complete the task, etc.. can be discussed. one thing to remember is that it should not take more than 10 mins of time.
It would be fun if the induction is informal in nature.
Hope this should would be nice to implement.
Thanks and Regards
Sridhar
From India, Madras
Hello Sonali,
Lots of details inputs from various sources fomal or informal.
chief executive's internal greivences policies should be handled by board of directors or principal employers (legal and value contributor and involved mostly indian companies do not follow this practice up to a extent) depending upon the case.
Normally in indian scenario o if part of corporate world try to balance off equations by showing very respectful and healthy and visible position for you and managed by it if not internally but a hard way.
Fo e.g. take a case of Mr. Phaneesh Murthy CEO iGate Solutions harrasment case.
Regards
Umalme
From India, Delhi
Lots of details inputs from various sources fomal or informal.
chief executive's internal greivences policies should be handled by board of directors or principal employers (legal and value contributor and involved mostly indian companies do not follow this practice up to a extent) depending upon the case.
Normally in indian scenario o if part of corporate world try to balance off equations by showing very respectful and healthy and visible position for you and managed by it if not internally but a hard way.
Fo e.g. take a case of Mr. Phaneesh Murthy CEO iGate Solutions harrasment case.
Regards
Umalme
From India, Delhi
Hey guys, Thanks a lot for the overwhelming response.... I am about to complete my induction ppt in a few days and will upload it for all members....meanwhile keep the inputs coming in. :D
From India, New Delhi
From India, New Delhi
Hi Sonali:
If you want to go by a structured overview I have a suggestion-
1 Welcome
2 History of the company – Vision, Mission, Values, Culture
3 Brief Introduction of the organization
4 Business / Function Areas
5 Meeting with the Leadership team
6 HUman Resource Overview(team structure + Responsibilities)
7 HR Policies & Procedures
8 Administration Procedures
9 Finance Procedures and team structure.
Generally this program can be divided in 2 days, the welcome section will include the HR formalities of filling forms (incase induction happens on the day of joining)
Point 5 can happen as an informal Chit chat session/lunch meeting just to make the employee know the individuals.
Normally you will realise that employee are more interested in Policies like - Leave, CLA, T&D. They are also looking for career growth and opportunities in store for them.
Section 8&9 would be applicable only incase the company has a structured Admin and Finance team.
Hope this can help you develope a formal program.
From United States,
If you want to go by a structured overview I have a suggestion-
1 Welcome
2 History of the company – Vision, Mission, Values, Culture
3 Brief Introduction of the organization
4 Business / Function Areas
5 Meeting with the Leadership team
6 HUman Resource Overview(team structure + Responsibilities)
7 HR Policies & Procedures
8 Administration Procedures
9 Finance Procedures and team structure.
Generally this program can be divided in 2 days, the welcome section will include the HR formalities of filling forms (incase induction happens on the day of joining)
Point 5 can happen as an informal Chit chat session/lunch meeting just to make the employee know the individuals.
Normally you will realise that employee are more interested in Policies like - Leave, CLA, T&D. They are also looking for career growth and opportunities in store for them.
Section 8&9 would be applicable only incase the company has a structured Admin and Finance team.
Hope this can help you develope a formal program.
From United States,
Hello Sridharan,
Iam doing my M.B.A with HR as my specialisation could u please help me by sharing your knowledge as you are v. experienced.Iam doing research study on "EMPLOYEE ATTRITION IN INDIA".Could you suggests some books or any sites or presentations on this topic.It would be of great help.Hope you come out with a solution.waiting eagerly for ur reply.
Thanking you,
Ayesha.
Iam doing my M.B.A with HR as my specialisation could u please help me by sharing your knowledge as you are v. experienced.Iam doing research study on "EMPLOYEE ATTRITION IN INDIA".Could you suggests some books or any sites or presentations on this topic.It would be of great help.Hope you come out with a solution.waiting eagerly for ur reply.
Thanking you,
Ayesha.
INDUCTION
Here are some useful tips.
INDUCTION
The INDUCTION should be simple to understand but must
be complete to create satisfaction in the minds of the new
employee.
This INDUCTION should cover three specified areas
-Corporate culture
-Policies and procedures
-Safety , benefits, rights and responsibilities.
ORGANIZATION
-history
-Mission
-Vision
-Organizaional Philosophy
-Organizational objectives
-Organizational structures
-Industry
-Products and services
-Customers
-Employee's department
-Facilities
COMPENSATION
-pay schedule
-payroll deductions
-worker's compensation [ if any]
BENEFITS
-medical [ if any]
-life insurance
-pension
-credit union [ if any]
-employee purchase [ if any]
-service rewards
ATTENDANCE
-work hours
-rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
-holidays
-leave policy
HEALTH AND SAFETY
-safety guidelines
-first aid
-emergency procedure
SECURITY
-security procedures
-restricted areas
-confidentiality
COMMUNICATION
-Co. newsletter
-bulletins board
-employee handbook
-emails
TRANSPORTATION
-co. bus [ if any]
-parking
-travel policies
-travel expenses
PERSONAL
-rest breaks
-meal breaks
-smoking policy
-canteen locations
PERFORMANCE/ RESPONSIBILITIES
-expectation from the employees
-ethical standards
-conflict of interest
-probationary period
-dress code
-performance reviews
-suggestion box
-equal opportunity
-sexual harassment
etc
regards
LEO LINGHAM
From India, Mumbai
Here are some useful tips.
INDUCTION
The INDUCTION should be simple to understand but must
be complete to create satisfaction in the minds of the new
employee.
This INDUCTION should cover three specified areas
-Corporate culture
-Policies and procedures
-Safety , benefits, rights and responsibilities.
ORGANIZATION
-history
-Mission
-Vision
-Organizaional Philosophy
-Organizational objectives
-Organizational structures
-Industry
-Products and services
-Customers
-Employee's department
-Facilities
COMPENSATION
-pay schedule
-payroll deductions
-worker's compensation [ if any]
BENEFITS
-medical [ if any]
-life insurance
-pension
-credit union [ if any]
-employee purchase [ if any]
-service rewards
ATTENDANCE
-work hours
-rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
-holidays
-leave policy
HEALTH AND SAFETY
-safety guidelines
-first aid
-emergency procedure
SECURITY
-security procedures
-restricted areas
-confidentiality
COMMUNICATION
-Co. newsletter
-bulletins board
-employee handbook
-emails
TRANSPORTATION
-co. bus [ if any]
-parking
-travel policies
-travel expenses
PERSONAL
-rest breaks
-meal breaks
-smoking policy
-canteen locations
PERFORMANCE/ RESPONSIBILITIES
-expectation from the employees
-ethical standards
-conflict of interest
-probationary period
-dress code
-performance reviews
-suggestion box
-equal opportunity
-sexual harassment
etc
regards
LEO LINGHAM
From India, Mumbai
INDUCTION
Here are some useful tips.
INDUCTION
The INDUCTION should be simple to understand but must
be complete to create satisfaction in the minds of the new
employee.
This INDUCTION should cover three specified areas
-Corporate culture
-Policies and procedures
-Safety , benefits, rights and responsibilities.
ORGANIZATION
-history
-Mission
-Vision
-Organizaional Philosophy
-Organizational objectives
-Organizational structures
-Industry
-Products and services
-Customers
-Employee's department
-Facilities
COMPENSATION
-pay schedule
-payroll deductions
-worker's compensation [ if any]
BENEFITS
-medical [ if any]
-life insurance
-pension
-credit union [ if any]
-employee purchase [ if any]
-service rewards
ATTENDANCE
-work hours
-rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
-holidays
-leave policy
HEALTH AND SAFETY
-safety guidelines
-first aid
-emergency procedure
SECURITY
-security procedures
-restricted areas
-confidentiality
COMMUNICATION
-Co. newsletter
-bulletins board
-employee handbook
-emails
TRANSPORTATION
-co. bus [ if any]
-parking
-travel policies
-travel expenses
PERSONAL
-rest breaks
-meal breaks
-smoking policy
-canteen locations
PERFORMANCE/ RESPONSIBILITIES
-expectation from the employees
-ethical standards
-conflict of interest
-probationary period
-dress code
-performance reviews
-suggestion box
-equal opportunity
-sexual harassment
etc
IS THIS WHAT YOU WANT?
regards
LEO LINGHAM
_________________
LEO LINGHAM
From India, Mumbai
Here are some useful tips.
INDUCTION
The INDUCTION should be simple to understand but must
be complete to create satisfaction in the minds of the new
employee.
This INDUCTION should cover three specified areas
-Corporate culture
-Policies and procedures
-Safety , benefits, rights and responsibilities.
ORGANIZATION
-history
-Mission
-Vision
-Organizaional Philosophy
-Organizational objectives
-Organizational structures
-Industry
-Products and services
-Customers
-Employee's department
-Facilities
COMPENSATION
-pay schedule
-payroll deductions
-worker's compensation [ if any]
BENEFITS
-medical [ if any]
-life insurance
-pension
-credit union [ if any]
-employee purchase [ if any]
-service rewards
ATTENDANCE
-work hours
-rules on lateness, sickness, absence
LEAVE AND HOLIDAYS
-holidays
-leave policy
HEALTH AND SAFETY
-safety guidelines
-first aid
-emergency procedure
SECURITY
-security procedures
-restricted areas
-confidentiality
COMMUNICATION
-Co. newsletter
-bulletins board
-employee handbook
-emails
TRANSPORTATION
-co. bus [ if any]
-parking
-travel policies
-travel expenses
PERSONAL
-rest breaks
-meal breaks
-smoking policy
-canteen locations
PERFORMANCE/ RESPONSIBILITIES
-expectation from the employees
-ethical standards
-conflict of interest
-probationary period
-dress code
-performance reviews
-suggestion box
-equal opportunity
-sexual harassment
etc
IS THIS WHAT YOU WANT?
regards
LEO LINGHAM
_________________
LEO LINGHAM
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Powerpoint Presentation Tips.pps