Dear All,
I am designing an Induction manual for new entrants as well as for promoted employees. If you have any sample format, please send it to me. It will help me design the manual.
Thank You
Regards,
Subir Chatterjee
From India, New Delhi
3I am designing an Induction manual for new entrants as well as for promoted employees. If you have any sample format, please send it to me. It will help me design the manual.
Thank You
Regards,
Subir Chatterjee
From India, New Delhi
Hi,
I am also looking for such information. I am located in Mumbai and am starting the HR department in the organization. I was also thinking about new activities or initiatives that can be taken up here, maybe something like share-and-learn sessions, etc.
Hope I get some help.
Pallavi
From India, Pune
I am also looking for such information. I am located in Mumbai and am starting the HR department in the organization. I was also thinking about new activities or initiatives that can be taken up here, maybe something like share-and-learn sessions, etc.
Hope I get some help.
Pallavi
From India, Pune
Hi Subir and Pallavi,
I am posting an article on Employee Induction... I hope it will be useful to you and all other members who come across this post.
Introduction
When you take on a new employee, it is important to provide them with the right induction that will benefit both themselves and your business. This induction period can be considered as the foundation for getting the most out of the employee and determining their long-term success in your business.
An induction should be given at the beginning of employment and may last for several weeks or even months. During this time, the quality of the induction will affect how the employee perceives your business and how well they integrate into it.
Some companies often make the mistake of ignoring induction periods. Instead, they leave the new employee to figure things out on their own, which costs time and money. This goes against the purpose of induction, which is to integrate the employee so that they can reach their full potential as soon as possible.
If your new employee is recruited through an interview, it is a good idea to start the induction at that specific time.
Comment
Even if the applicant isn't definitively going to be your new employee, it still gives them a chance to maintain interest in your business.
What Do They Need To Know?
You may want to start with the overall look of the company, moving on to the finer details. When informing the employee, you may decide it is worthwhile to give them a tour as you go over the relevant points. The following are guidelines for what you may want to include, but feel free to add anything that you feel is necessary.
Introduce your company by specifying the size (number of employees, branches, etc.), the history, and how your company operates. The employee may have already researched your business, but any additional information is always good to know.
Let them know about any procedures in your business. This may include the terms and conditions of employment, disciplinary action, and dress code. Also, show them what to do and where to assemble in case of fire.
Inform them of anything concerning their job: give them a job description listing the tasks involved, their responsibilities, and accountabilities. Tell them what training is needed (if any) to meet their job requirements. If tools, equipment, computers, etc., are involved, make sure they know where and how to obtain them. If your business has many forms, letters, etc., it's a good idea to create an induction manual for them to keep. The manual should show and explain the basics of completing, for example, a form from start to finish. Where necessary, an induction manual can also cover systems and procedures relevant to the employee's task. With an induction manual, the main concern should be the quality of its contents: take time, effort, and care if you start this task.
Regarding the personal needs of the employee, direct them to the toilets, cafeteria, snack/drink machines, and anything else they may require.
An employee's involvement with other employees is important. Inform them about any activities/social outings that occur both during and outside of work hours. This could be a game of football after work on Tuesday or a pint of beer at the pub during Friday lunchtimes. Involving them early in the social side of work will give them a feeling of being 'accepted' and welcome.
When They Need To Know
As mentioned earlier, induction can start from the selection process such as the interview. But it is important that some things are brought to the new employee's attention before they start their first day at work. This includes the terms and conditions of employment, which they may already have in writing if you provided them. Additionally, they need to know where to go, who to ask for, and what to bring along to prepare for their first day.
You should also prepare for their arrival by ensuring you have all the necessary equipment for them (working computer, safety gear, etc.). If others are involved in assisting with the induction (as detailed later), create a timetable to inform them of when they are needed.
Some information may be provided when your new employee actually starts their first day. This day is significant for the new employee and what happens will usually form the basis of their impression of your company. Make sure they are made to feel welcome in every department they visit. This day is often used to inform the employee about company procedures (outlined earlier) and to complete any necessary paperwork regarding their details (bank information, P45 forms, etc.). Introduce the employee to everyone they will be working with. This way, there will be no strangers around when they start working the following day.
Avoid overwhelming the employee with too much information on the first day, as you don't want them to forget the most important points (no one will remember everything). Remember: induction takes time to be successful.
Other things may be introduced when necessary during the early stages of their employment. During this period, the new employee may start to compile a list of questions about the job or the company. These uncertainties can often lead to the employee leaving or progressing at a much slower rate. It is therefore in your best interest to have a follow-up meeting, for example, in the form of an appraisal to address these concerns. Usually done after 2-3 months from the initial employment, it gives you (or whoever is conducting the induction) an opportunity to provide further information and for the employee to ask questions they might have.
Who Should Do The Induction?
If you are unsure about the best way to convey the information, you can leave it to the new employee's immediate supervisor. However, you may decide that it is relevant to divide the information to be given among the relevant departments. For instance, your personnel department may inform them about employment contracts and procedures.
If the new employee will be working with others, you may assign the responsibility to one of their future colleagues. This way, the new employee can make a new friend and see it as an entry point to their social involvement.
If it's not you, then you might think it's best to leave the induction to the person most interested in the effectiveness of the induction scheme. They can then take responsibility for ensuring that the new employee integrates into the company with the right balance (job/social/personal involvement).
Whoever you assign to conduct the induction, it will help build a good relationship between those involved (or not, as the case may be).
Summary
A good induction can determine how quickly your employee settles into the business and the speed at which they develop to reach their full potential. Providing the employee with all the necessary information regarding their time at your business will further enhance its effectiveness.
The importance of the induction period's duration has been emphasized throughout the article. Take as much time as needed until you believe (and it has been acknowledged) that the new employee has been fully integrated into your business. Conduct a 'follow-up' appraisal to address any queries they (or you) may have.
Involve everyone you consider essential to establish good relationships between the new employee and those they will be working with. Make the employee feel welcome and comfortable in all areas where they will be present.
Regards
---
I have corrected the spelling, grammar, and formatting errors in the text while preserving the original meaning and tone of the message. Let me know if you need further assistance!
From India, Madras
I am posting an article on Employee Induction... I hope it will be useful to you and all other members who come across this post.
Introduction
When you take on a new employee, it is important to provide them with the right induction that will benefit both themselves and your business. This induction period can be considered as the foundation for getting the most out of the employee and determining their long-term success in your business.
An induction should be given at the beginning of employment and may last for several weeks or even months. During this time, the quality of the induction will affect how the employee perceives your business and how well they integrate into it.
Some companies often make the mistake of ignoring induction periods. Instead, they leave the new employee to figure things out on their own, which costs time and money. This goes against the purpose of induction, which is to integrate the employee so that they can reach their full potential as soon as possible.
If your new employee is recruited through an interview, it is a good idea to start the induction at that specific time.
Comment
Even if the applicant isn't definitively going to be your new employee, it still gives them a chance to maintain interest in your business.
What Do They Need To Know?
You may want to start with the overall look of the company, moving on to the finer details. When informing the employee, you may decide it is worthwhile to give them a tour as you go over the relevant points. The following are guidelines for what you may want to include, but feel free to add anything that you feel is necessary.
Introduce your company by specifying the size (number of employees, branches, etc.), the history, and how your company operates. The employee may have already researched your business, but any additional information is always good to know.
Let them know about any procedures in your business. This may include the terms and conditions of employment, disciplinary action, and dress code. Also, show them what to do and where to assemble in case of fire.
Inform them of anything concerning their job: give them a job description listing the tasks involved, their responsibilities, and accountabilities. Tell them what training is needed (if any) to meet their job requirements. If tools, equipment, computers, etc., are involved, make sure they know where and how to obtain them. If your business has many forms, letters, etc., it's a good idea to create an induction manual for them to keep. The manual should show and explain the basics of completing, for example, a form from start to finish. Where necessary, an induction manual can also cover systems and procedures relevant to the employee's task. With an induction manual, the main concern should be the quality of its contents: take time, effort, and care if you start this task.
Regarding the personal needs of the employee, direct them to the toilets, cafeteria, snack/drink machines, and anything else they may require.
An employee's involvement with other employees is important. Inform them about any activities/social outings that occur both during and outside of work hours. This could be a game of football after work on Tuesday or a pint of beer at the pub during Friday lunchtimes. Involving them early in the social side of work will give them a feeling of being 'accepted' and welcome.
When They Need To Know
As mentioned earlier, induction can start from the selection process such as the interview. But it is important that some things are brought to the new employee's attention before they start their first day at work. This includes the terms and conditions of employment, which they may already have in writing if you provided them. Additionally, they need to know where to go, who to ask for, and what to bring along to prepare for their first day.
You should also prepare for their arrival by ensuring you have all the necessary equipment for them (working computer, safety gear, etc.). If others are involved in assisting with the induction (as detailed later), create a timetable to inform them of when they are needed.
Some information may be provided when your new employee actually starts their first day. This day is significant for the new employee and what happens will usually form the basis of their impression of your company. Make sure they are made to feel welcome in every department they visit. This day is often used to inform the employee about company procedures (outlined earlier) and to complete any necessary paperwork regarding their details (bank information, P45 forms, etc.). Introduce the employee to everyone they will be working with. This way, there will be no strangers around when they start working the following day.
Avoid overwhelming the employee with too much information on the first day, as you don't want them to forget the most important points (no one will remember everything). Remember: induction takes time to be successful.
Other things may be introduced when necessary during the early stages of their employment. During this period, the new employee may start to compile a list of questions about the job or the company. These uncertainties can often lead to the employee leaving or progressing at a much slower rate. It is therefore in your best interest to have a follow-up meeting, for example, in the form of an appraisal to address these concerns. Usually done after 2-3 months from the initial employment, it gives you (or whoever is conducting the induction) an opportunity to provide further information and for the employee to ask questions they might have.
Who Should Do The Induction?
If you are unsure about the best way to convey the information, you can leave it to the new employee's immediate supervisor. However, you may decide that it is relevant to divide the information to be given among the relevant departments. For instance, your personnel department may inform them about employment contracts and procedures.
If the new employee will be working with others, you may assign the responsibility to one of their future colleagues. This way, the new employee can make a new friend and see it as an entry point to their social involvement.
If it's not you, then you might think it's best to leave the induction to the person most interested in the effectiveness of the induction scheme. They can then take responsibility for ensuring that the new employee integrates into the company with the right balance (job/social/personal involvement).
Whoever you assign to conduct the induction, it will help build a good relationship between those involved (or not, as the case may be).
Summary
A good induction can determine how quickly your employee settles into the business and the speed at which they develop to reach their full potential. Providing the employee with all the necessary information regarding their time at your business will further enhance its effectiveness.
The importance of the induction period's duration has been emphasized throughout the article. Take as much time as needed until you believe (and it has been acknowledged) that the new employee has been fully integrated into your business. Conduct a 'follow-up' appraisal to address any queries they (or you) may have.
Involve everyone you consider essential to establish good relationships between the new employee and those they will be working with. Make the employee feel welcome and comfortable in all areas where they will be present.
Regards
---
I have corrected the spelling, grammar, and formatting errors in the text while preserving the original meaning and tone of the message. Let me know if you need further assistance!
From India, Madras
Thank you very much. I need to see how to put the theory into practice. I will try and let you know the success rate. Anything else, like earlier mentioned, a format for an induction manual or something, would also be of great help.
Regards,
Pallavi
From India, Pune
Regards,
Pallavi
From India, Pune
Hi,
I am an HR Executive in a software company in Hyderabad. Could anyone share your ideas on preparing a travel policy, which includes food, transport, accommodation, and other expenses?
Thank you,
Baru
From India, Hyderabad
I am an HR Executive in a software company in Hyderabad. Could anyone share your ideas on preparing a travel policy, which includes food, transport, accommodation, and other expenses?
Thank you,
Baru
From India, Hyderabad
Hi Pallavi, Thats a gr8 Idea, but could you please let us know what exactly you are expecting to be commited. Murali 9448337619
Hi Baru,
Nice to start off from scratch. I believe it applies to all employees in the company, and then it will be included in an Offer Letter. If taken separately as expenses, then follow up with a new policy, such as a remuneration policy, which includes travel and all other expenses directly or indirectly related to the organization.
Murali
9448337619
Nice to start off from scratch. I believe it applies to all employees in the company, and then it will be included in an Offer Letter. If taken separately as expenses, then follow up with a new policy, such as a remuneration policy, which includes travel and all other expenses directly or indirectly related to the organization.
Murali
9448337619
Baru,
Thanks for your mail.
The basic functions of a Remuneration policy include:
1. Performance appraisal - Quarterly/half-yearly, which includes incentives, bonus, or any other form of recognition like gifts.
2. Travel Expenses -
- Local Allowances
- Out-of-station expenses, which include food and accommodation.
3. Increment - Salary hike depending upon the company's rules and policies.
I believe these are the fundamental aspects included in a remuneration policy. For more details, feel free to reach out to me.
Murali
9448337619
Thanks for your mail.
The basic functions of a Remuneration policy include:
1. Performance appraisal - Quarterly/half-yearly, which includes incentives, bonus, or any other form of recognition like gifts.
2. Travel Expenses -
- Local Allowances
- Out-of-station expenses, which include food and accommodation.
3. Increment - Salary hike depending upon the company's rules and policies.
I believe these are the fundamental aspects included in a remuneration policy. For more details, feel free to reach out to me.
Murali
9448337619
Hi Atom Leaf,
Based on what I know about all this, the difference between an Induction Manual and an Employee Handbook is as follows:
An Induction Manual is basically given to new joiners. The Employee Handbook is kept with the branch head or department head and can be accessed by any employee when required.
The Induction Manual contains information about the organization, its background, the organizational structure, basic rules (like in and out times, dress code, etc.), and contact persons for various purposes.
On the other hand, the Employee Handbook contains all the organization's documented policies. It includes detailed policies on everything from phones and laptops to leave, compensation, etc.
That's about all I know about it. Let me know if it is correct or not!
Till later,
Pallavi
From India, Pune
Based on what I know about all this, the difference between an Induction Manual and an Employee Handbook is as follows:
An Induction Manual is basically given to new joiners. The Employee Handbook is kept with the branch head or department head and can be accessed by any employee when required.
The Induction Manual contains information about the organization, its background, the organizational structure, basic rules (like in and out times, dress code, etc.), and contact persons for various purposes.
On the other hand, the Employee Handbook contains all the organization's documented policies. It includes detailed policies on everything from phones and laptops to leave, compensation, etc.
That's about all I know about it. Let me know if it is correct or not!
Till later,
Pallavi
From India, Pune
hi I am a student doing my Internship in a HR dept. i would like to know the format in which an induction manual can be designed. if any of u canhelp me out in this. Thanks.
Hi Subhir C,
I am in the process of putting together an induction manual. I would appreciate it if you could forward me some of the insights you have gained in the pursuit of your endeavor. My email is sanjay_sapat@rediffmail.com. You could also email me at slobo@kankei.com.
Regards,
Sanjay
I am in the process of putting together an induction manual. I would appreciate it if you could forward me some of the insights you have gained in the pursuit of your endeavor. My email is sanjay_sapat@rediffmail.com. You could also email me at slobo@kankei.com.
Regards,
Sanjay
Hi All, In Employees' hanbook what information should be given and how it is different from the Induction Manual. :?: Regards :o :wink:
From India, Jaipur
From India, Jaipur
hi,i m designing induction manual for a company .plz send me a sample induction manual or help me out with wat all components to include.
From India, Mumbai
From India, Mumbai
Hi,
This is Neeru. I have completed a Master's in Social Work with a specialization in Labour Welfare and Personnel Management. I am a fresher and have recently joined a company as an HR Executive. It's a small company and is launching an HR department. The HR advisor has framed the policies, and they have to be implemented. Can you please tell me where I should start and what innovations can be done by me? Please help me. Waiting for the feedback.
With regards,
Neeru
From India, New Delhi
This is Neeru. I have completed a Master's in Social Work with a specialization in Labour Welfare and Personnel Management. I am a fresher and have recently joined a company as an HR Executive. It's a small company and is launching an HR department. The HR advisor has framed the policies, and they have to be implemented. Can you please tell me where I should start and what innovations can be done by me? Please help me. Waiting for the feedback.
With regards,
Neeru
From India, New Delhi
Hello,
Follow the link, hope the same helps you. Thank you.
Octavious
URL: [https://www.citehr.com/110467-complete-details-induction.html](https://www.citehr.com/110467-complete-details-induction.html)
For various links to my posts, kindly visit the links provided below:
[https://www.citehr.com/99968-major-hr-links.html#post386938](https://www.citehr.com/99968-major-hr-links.html#post386938)
From India, Mumbai
Follow the link, hope the same helps you. Thank you.
Octavious
URL: [https://www.citehr.com/110467-complete-details-induction.html](https://www.citehr.com/110467-complete-details-induction.html)
For various links to my posts, kindly visit the links provided below:
[https://www.citehr.com/99968-major-hr-links.html#post386938](https://www.citehr.com/99968-major-hr-links.html#post386938)
From India, Mumbai
Hi Pallavi,
I doubt your explanation. A manual is something that helps the employer in conducting the induction process, and the employee handbook is given to the employees. You have got it vice versa.
Nivetha
---
Hi Atom Leaf,
Based on what I know about all this... the difference between an Induction Manual and an Employee Handbook is as follows:
An Induction Manual is basically given to new joiners. The Employee Handbook is kept with the branch head or department head and can be accessed by any employee when required.
The Induction Manual contains information about the organization, its background, the organizational structure, basic rules (like in-out time, dress code, etc.), contact persons for various purposes, etc.
The Employee Handbook contains all the policies of the organization documented. It has detailed policies of the organization regarding everything from phones and laptops to leave, compensation, etc.
That's about all I know about it... Let me know if it is right or not!
Till later,
Pallavi
I doubt your explanation. A manual is something that helps the employer in conducting the induction process, and the employee handbook is given to the employees. You have got it vice versa.
Nivetha
---
Hi Atom Leaf,
Based on what I know about all this... the difference between an Induction Manual and an Employee Handbook is as follows:
An Induction Manual is basically given to new joiners. The Employee Handbook is kept with the branch head or department head and can be accessed by any employee when required.
The Induction Manual contains information about the organization, its background, the organizational structure, basic rules (like in-out time, dress code, etc.), contact persons for various purposes, etc.
The Employee Handbook contains all the policies of the organization documented. It has detailed policies of the organization regarding everything from phones and laptops to leave, compensation, etc.
That's about all I know about it... Let me know if it is right or not!
Till later,
Pallavi
Hi,
Thank you all for the information about the induction process. Can someone be more precise about the important things that should be covered in the manual? I am also involved in preparing an induction manual for employees working in the power sector. I would really appreciate it if someone could attach the induction manual format.
Thanks & regards
From India, Calcutta
Thank you all for the information about the induction process. Can someone be more precise about the important things that should be covered in the manual? I am also involved in preparing an induction manual for employees working in the power sector. I would really appreciate it if someone could attach the induction manual format.
Thanks & regards
From India, Calcutta
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HR Manual & Employee Handbook.doc