Hi, can anybody guide me,
In the induction PPT, should I include the Code of Conduct in the induction program PPT? Should the Code of Conduct come before HR policy? Are there any other words I can use in place of the Code of Conduct? I have covered everything in the PPT, but I am not convinced with the sequence. Can anybody guide me in this regard?
Guide me, please.
Regards,
Usha
From India, Madras
Acknowledge(0)
Amend(0)
4In the induction PPT, should I include the Code of Conduct in the induction program PPT? Should the Code of Conduct come before HR policy? Are there any other words I can use in place of the Code of Conduct? I have covered everything in the PPT, but I am not convinced with the sequence. Can anybody guide me in this regard?
Guide me, please.
Regards,
Usha
From India, Madras
Acknowledge(0)Amend(0)
Dear Usha,
Yes, you will have to include them in your induction module, and this may be dealt with in several ways. A lot of organizations give a handbook for the employees to read by themselves, sign the same acknowledging the fact that they have understood all that's there in it, and the same is filed along in the employee's personal file.
This may sound old-fashioned and may or may not have any effects on the desired outcome. Now, that is exactly what the point is... "the DESIRED OUTCOME." You will have to ask yourself this question: Does this Code of Conduct need to be conveyed to the new joiners? And if yes, what should be the desired outcome of the same?
I believe it is these things that determine an organization's culture and must be conveyed to the employees in a positive and affirmative way, certainly not at the beginning of the presentation.
Regards,
Muthukumar K
From India, Mumbai
Acknowledge(0)Amend(0)
Yes, you will have to include them in your induction module, and this may be dealt with in several ways. A lot of organizations give a handbook for the employees to read by themselves, sign the same acknowledging the fact that they have understood all that's there in it, and the same is filed along in the employee's personal file.
This may sound old-fashioned and may or may not have any effects on the desired outcome. Now, that is exactly what the point is... "the DESIRED OUTCOME." You will have to ask yourself this question: Does this Code of Conduct need to be conveyed to the new joiners? And if yes, what should be the desired outcome of the same?
I believe it is these things that determine an organization's culture and must be conveyed to the employees in a positive and affirmative way, certainly not at the beginning of the presentation.
Regards,
Muthukumar K
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Muthukumar,
Your fact is right. Now I have another question. What is the difference between Code of Conduct and HR Policy? Is it mandatory for an IT company to have both an HR Policy and a Code of Conduct? Then what is an Employee Manual, and what is the difference between an Employee Manual, HR Policy, and Code of Conduct?
Regards,
Usha
From India, Madras
Acknowledge(0)Amend(0)
Your fact is right. Now I have another question. What is the difference between Code of Conduct and HR Policy? Is it mandatory for an IT company to have both an HR Policy and a Code of Conduct? Then what is an Employee Manual, and what is the difference between an Employee Manual, HR Policy, and Code of Conduct?
Regards,
Usha
From India, Madras
Acknowledge(0)Amend(0)
Hi,
It's like this, the Code of Conduct is a part of your HR manual, and the employee manual is something that's for the employees' referral about your HR manual. The Code of Conduct will speak about the do's and don'ts, and your HR manual will cover a whole lot of things, ranging from the WHO's WHO of the organization to the leave policies, code of conduct, etc.
Hope this clarifies your query.
Muthukumar K
From India, Mumbai
Acknowledge(0)Amend(0)
It's like this, the Code of Conduct is a part of your HR manual, and the employee manual is something that's for the employees' referral about your HR manual. The Code of Conduct will speak about the do's and don'ts, and your HR manual will cover a whole lot of things, ranging from the WHO's WHO of the organization to the leave policies, code of conduct, etc.
Hope this clarifies your query.
Muthukumar K
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Usha,
Here is the corrected version of your text:
Yes, of course....
The following is the content for my induction PowerPoint presentation. Can you tell me if I am right, or if a few more items need to be included and if there should be any more changes?
1. Company Overview
2. Organizational Structure
3. HR Policy
4. Employee Guidelines / Employment Guideline
5. HR Policy
6. Training & Compensation
7. Motivation & Recreation
8. End
Regards,
Usha
From India, Madras
Acknowledge(0)Amend(0)
Here is the corrected version of your text:
Yes, of course....
The following is the content for my induction PowerPoint presentation. Can you tell me if I am right, or if a few more items need to be included and if there should be any more changes?
1. Company Overview
2. Organizational Structure
3. HR Policy
4. Employee Guidelines / Employment Guideline
5. HR Policy
6. Training & Compensation
7. Motivation & Recreation
8. End
Regards,
Usha
From India, Madras
Acknowledge(0)Amend(0)
Hello,
All these items should be covered in the Induction process - the sequence generally should not matter. From my personal experience, I found the following sequence useful:
1. Company Profile - History, Business, Sales Revenue trend, Target for this year
2. Company Mission and Vision, Value Statement
3. Code of Conduct
4. HR Policies
5. Performance Management System details (This is important as many companies have performance-linked pay), so it must be explained in the beginning. Also, any other items relating to salary should be covered. Information regarding the opening of a bank account for salary, how to apply for leaves, and procedures for going on an office tour should be explained.
For each of the above items, bullet point presentation slides to give a broad idea/highlights are good enough. Information in detail should be provided as an Induction Kit - which the new joining employee can read. Attempting to download all information in detail may be boring for the new person and it may not be absorbed effectively.
Regards,
Nishikant
From United States, Greensboro
Acknowledge(0)Amend(0)
All these items should be covered in the Induction process - the sequence generally should not matter. From my personal experience, I found the following sequence useful:
1. Company Profile - History, Business, Sales Revenue trend, Target for this year
2. Company Mission and Vision, Value Statement
3. Code of Conduct
4. HR Policies
5. Performance Management System details (This is important as many companies have performance-linked pay), so it must be explained in the beginning. Also, any other items relating to salary should be covered. Information regarding the opening of a bank account for salary, how to apply for leaves, and procedures for going on an office tour should be explained.
For each of the above items, bullet point presentation slides to give a broad idea/highlights are good enough. Information in detail should be provided as an Induction Kit - which the new joining employee can read. Attempting to download all information in detail may be boring for the new person and it may not be absorbed effectively.
Regards,
Nishikant
From United States, Greensboro
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Induction-hr.._ 638.ppt
Code of Conduct policy.doc