Hi All
I am Priyanka. I am working as a Trainer in an IT company. I have to design Induction Training Manual for the company. I have already circulated a questionnaire to the employees to identify their Training needs ( Soft Skills + Technical). Please help me in how to go about writing the manual and topics to be included in the training manual. I am a fresher in this field. Any help will be appreciated.
Cheers,
Priya
From India, New Delhi
I am Priyanka. I am working as a Trainer in an IT company. I have to design Induction Training Manual for the company. I have already circulated a questionnaire to the employees to identify their Training needs ( Soft Skills + Technical). Please help me in how to go about writing the manual and topics to be included in the training manual. I am a fresher in this field. Any help will be appreciated.
Cheers,
Priya
From India, New Delhi
Hi Priya,
If you could mail me some details like the company nature, information about promoters, vision, mission etc , accolades won, personnel policies, etc etc, I can help you out .
u can reach me any time at
or 9447166515.
Cheers
Jeevan
From India, Pune
4If you could mail me some details like the company nature, information about promoters, vision, mission etc , accolades won, personnel policies, etc etc, I can help you out .
u can reach me any time at
or 9447166515.
Cheers
Jeevan
From India, Pune
Hey Priya,
I had typed a few paragraphs ,network went here and its lost.
Induction Means making the new recruit familiar with the company culture , rules , protocols , benefits available to him etc. In simple terms.
You have to give him/her an insight into the following:
Company history
promoters profile
awards and recognition won
security systems and protocols
personnel issues like:Documents that need to be submitted incase he hasnt completed the joining formalities.
general rules applicable with relation to attendance-late coming,wering id cards,
behaviour and attitude expected
leave and compensatoruy off's
compensation, benefits, incentives, over time etc
services offered by the company
promotion opportunites and Learning
etc etc
Depending on the industry and the level of hte new recruit, you can extend the induction from a few hours to a week or even more as in the case of global auto motive giants like FORD etc.
the idea is that /she/he shouldnot claim ignorance to the basic aspects that he should be knowing about the company ;and specially incase of service industries, the kind of behaviour and attitude that he should always confirm to what ever happens.
I know you will have some classified information among th details i had asked you to pass on, but i can help you only if i know more than 'it sis an ERP Provider' as for any training to be effective you have to cutomise or make it tailor made.
Pls get back to me if you need anything else
best Regards
Jeevan.
From India, Pune
I had typed a few paragraphs ,network went here and its lost.
Induction Means making the new recruit familiar with the company culture , rules , protocols , benefits available to him etc. In simple terms.
You have to give him/her an insight into the following:
Company history
promoters profile
awards and recognition won
security systems and protocols
personnel issues like:Documents that need to be submitted incase he hasnt completed the joining formalities.
general rules applicable with relation to attendance-late coming,wering id cards,
behaviour and attitude expected
leave and compensatoruy off's
compensation, benefits, incentives, over time etc
services offered by the company
promotion opportunites and Learning
etc etc
Depending on the industry and the level of hte new recruit, you can extend the induction from a few hours to a week or even more as in the case of global auto motive giants like FORD etc.
the idea is that /she/he shouldnot claim ignorance to the basic aspects that he should be knowing about the company ;and specially incase of service industries, the kind of behaviour and attitude that he should always confirm to what ever happens.
I know you will have some classified information among th details i had asked you to pass on, but i can help you only if i know more than 'it sis an ERP Provider' as for any training to be effective you have to cutomise or make it tailor made.
Pls get back to me if you need anything else
best Regards
Jeevan.
From India, Pune
Hello Again Priya,
There is some thing that you should note, Induction is some thing that every employee should desirable undergo as it is an aclimatisation process.With regards to Softs skill and technical training, it should be given only after a through GAP Analysis including questionnaire,Customer feed back, Quality or Performance appraisal findings , acident frequency etc etc.
Basic Softskill training includes
Communication-verbal and nonverbal
Assertiveness
Effective Listening (specially for health care service industries and ITES voice support)
Time Management
Conflict Management/Fire fighting or what ever you call it!
Positive Attitude and EIQ
Team building and IPR
and once you give this all wind up with a stress management because you bet they will need it.
Please dont forget the analysis of effectiveness of feed back of the participants, if it doesnt relflect in performance post training, its all a waste and Management will shoot the concerned person.. haha! :lol:
REgards
Jeevan.
From India, Pune
There is some thing that you should note, Induction is some thing that every employee should desirable undergo as it is an aclimatisation process.With regards to Softs skill and technical training, it should be given only after a through GAP Analysis including questionnaire,Customer feed back, Quality or Performance appraisal findings , acident frequency etc etc.
Basic Softskill training includes
Communication-verbal and nonverbal
Assertiveness
Effective Listening (specially for health care service industries and ITES voice support)
Time Management
Conflict Management/Fire fighting or what ever you call it!
Positive Attitude and EIQ
Team building and IPR
and once you give this all wind up with a stress management because you bet they will need it.
Please dont forget the analysis of effectiveness of feed back of the participants, if it doesnt relflect in performance post training, its all a waste and Management will shoot the concerned person.. haha! :lol:
REgards
Jeevan.
From India, Pune
Hey Priya,
I am an HR student and not into IT. But I have learnt a method to find out the training needs basically by rating the employees on different aspects which the company should decide the employee requires to be more productive in the field. The division heads should rate each and every employee of the respective divisions and the employees who have scored low on certain aspects requires training on that particular area.
Hope you got it !! Best of Luck!!!
Cheers,
Ashra
From Sri Lanka
I am an HR student and not into IT. But I have learnt a method to find out the training needs basically by rating the employees on different aspects which the company should decide the employee requires to be more productive in the field. The division heads should rate each and every employee of the respective divisions and the employees who have scored low on certain aspects requires training on that particular area.
Hope you got it !! Best of Luck!!!
Cheers,
Ashra
From Sri Lanka
hello priya
preparing an induction training module should be taken as a challenge by an HR executive, it is this particular sub-system of HR that introduces company to the individual, it should be well planned, designed, properly delivered and upgraded to suit the changing needs of the dynamic world. I guess jeevanth has covered all the contents of the training module but i would like to again categorise them into
1. Intorduction About the Company: (this would include comapnies vision, mission, historical background, organizational structure, companies policies ie; a broad framework labelling all the details of the company)
If possible this part of the module should be conducted by the CEO or Top executives of the company.
2. Employment Details: probationary period, career paths, performance appraisal, training calender, safety measure, employee handbook
3. Introduction to people: supervisor, peers, co-workers, councellor
4. Intorduction to Job duties:overview of job, job description including responsibilities & duties, relationship with other jobs,
i hope this will help u further
thanks
Prof shikha sahai
From India, New Delhi
preparing an induction training module should be taken as a challenge by an HR executive, it is this particular sub-system of HR that introduces company to the individual, it should be well planned, designed, properly delivered and upgraded to suit the changing needs of the dynamic world. I guess jeevanth has covered all the contents of the training module but i would like to again categorise them into
1. Intorduction About the Company: (this would include comapnies vision, mission, historical background, organizational structure, companies policies ie; a broad framework labelling all the details of the company)
If possible this part of the module should be conducted by the CEO or Top executives of the company.
2. Employment Details: probationary period, career paths, performance appraisal, training calender, safety measure, employee handbook
3. Introduction to people: supervisor, peers, co-workers, councellor
4. Intorduction to Job duties:overview of job, job description including responsibilities & duties, relationship with other jobs,
i hope this will help u further
thanks
Prof shikha sahai
From India, New Delhi
hello everybody
Why do you think that we need to give private emails and then let the discussion go on..the objective of cite hr discussion forum is to connect and network people world wide so that everybody gets benefitted.
please give it a thought
thanks
Prof Shikha Sahai
From India, New Delhi
Why do you think that we need to give private emails and then let the discussion go on..the objective of cite hr discussion forum is to connect and network people world wide so that everybody gets benefitted.
please give it a thought
thanks
Prof Shikha Sahai
From India, New Delhi
Dear Prof Sahai,
You are absolutely right when you opine that it is a common platform intended to SHARE KNOWLEDGE,but we have to remeber that we HR professionals have a responsibility to keep confidentiality of the classified information that we have access to!
I hope you have heard that you need to disclose every thing to a lawyer and your doctor so that accurate diagnosis and cure happens, if a person does like that here publicly, confidentiality and even her/his job also will be at stake!!! :oops:
I hope you understand there is difference between disussing things like a case study in class room and doing firefighting in the industry,dont you agree with me?
good day, cya :)
best regards
Jeevan
From India, Pune
You are absolutely right when you opine that it is a common platform intended to SHARE KNOWLEDGE,but we have to remeber that we HR professionals have a responsibility to keep confidentiality of the classified information that we have access to!
I hope you have heard that you need to disclose every thing to a lawyer and your doctor so that accurate diagnosis and cure happens, if a person does like that here publicly, confidentiality and even her/his job also will be at stake!!! :oops:
I hope you understand there is difference between disussing things like a case study in class room and doing firefighting in the industry,dont you agree with me?
good day, cya :)
best regards
Jeevan
From India, Pune
Dear Jeevan
I am sorry to say that i dont agree with u on confidentiality..does sharing information in induction programme make the information public ??? because the members of induction programme are all employees of the organizxation and not outsiders (the so called public)...in fact in the present world hoarding of information will only lead to distrust amongst employees...i strongly believe that transparent work culture leads to long term growth & sustainability of the organization...i stronlgy condemn those who believe that theory and practice are different...propounders of these statements should just try and find the HR practices of top notch companies like Infosys, Wipro....and those who believe that transaprency is not important should introspect themselves and ask whether they believe in HR philosophies??? because the basic philosophy of HR is Believe in your people!!!
Give it a thought
Prof Shikha Sahai
From India, New Delhi
I am sorry to say that i dont agree with u on confidentiality..does sharing information in induction programme make the information public ??? because the members of induction programme are all employees of the organizxation and not outsiders (the so called public)...in fact in the present world hoarding of information will only lead to distrust amongst employees...i strongly believe that transparent work culture leads to long term growth & sustainability of the organization...i stronlgy condemn those who believe that theory and practice are different...propounders of these statements should just try and find the HR practices of top notch companies like Infosys, Wipro....and those who believe that transaprency is not important should introspect themselves and ask whether they believe in HR philosophies??? because the basic philosophy of HR is Believe in your people!!!
Give it a thought
Prof Shikha Sahai
From India, New Delhi
Hi Jeevan & Prof. shikha sahai
Being a GR Diploma student, I recently concluded the lesson on “induction”. According to what I grasped, induction is to familiarize the new recruit into the organization and letting these new recruits in on company’s vision, mission, historical background, organizational structure, companies policies ie; a broad framework labeling all the details of the company is a high necessity for the employee to get to know the organization.
And even if you consider that some employees might not last long and details of the company might be disclosed to the public, these particular details are not “confidential” because they appear in company profiles, statements, company publications etc.
At induction programs according to my knowledge the company debts, suppliers etc are not disclosed so the confidentiality is not of question.
Induction is to paint a good picture of the company to the new recruits to make them feel comfortable and make them feel they want to grow in that organization.
Your comments on this are more than welcome.
Cheers,
Ashra
From Sri Lanka
Being a GR Diploma student, I recently concluded the lesson on “induction”. According to what I grasped, induction is to familiarize the new recruit into the organization and letting these new recruits in on company’s vision, mission, historical background, organizational structure, companies policies ie; a broad framework labeling all the details of the company is a high necessity for the employee to get to know the organization.
And even if you consider that some employees might not last long and details of the company might be disclosed to the public, these particular details are not “confidential” because they appear in company profiles, statements, company publications etc.
At induction programs according to my knowledge the company debts, suppliers etc are not disclosed so the confidentiality is not of question.
Induction is to paint a good picture of the company to the new recruits to make them feel comfortable and make them feel they want to grow in that organization.
Your comments on this are more than welcome.
Cheers,
Ashra
From Sri Lanka
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Induction Manual.doc
INDUCTION & TRAINING FEEDBACK FORM1.xls