Hi, How does one make the induction process a special one for a batch of inductees without incurring heavy cost? Any training games suggestions? Regards, Manesh Kumar
From India
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From India
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Primarily, an induction process means welcoming new joiners, speaking to them about your organization, highlighting achievements, work culture, policies to follow, growth plan, appraisal system, training and development programs, and motivational activities, etc.
Keep it more like a hand-holding experience, emphasizing fun at work rather than explaining a long 'not to do' list. This approach really helps.
You can incorporate some icebreaker games (available on this forum) to make the new staff comfortable. Let them know that the HR team is there to take care of them so that they do not feel alienated in a new workplace.
Hope that makes sense.
From India, Ahmadabad
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2Keep it more like a hand-holding experience, emphasizing fun at work rather than explaining a long 'not to do' list. This approach really helps.
You can incorporate some icebreaker games (available on this forum) to make the new staff comfortable. Let them know that the HR team is there to take care of them so that they do not feel alienated in a new workplace.
Hope that makes sense.
From India, Ahmadabad
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Hi,
The way I handle induction in my organization is primarily to call all new joiners and then send an email to all heads to invite them. The program is half a day and starts with some fun games to help them feel comfortable. We then inform them about company policies, etc., and end with games and small prizes like pens or keychains. Finally, we ask them for feedback and close the session.
Hope this helps you...
From India, Bangalore
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The way I handle induction in my organization is primarily to call all new joiners and then send an email to all heads to invite them. The program is half a day and starts with some fun games to help them feel comfortable. We then inform them about company policies, etc., and end with games and small prizes like pens or keychains. Finally, we ask them for feedback and close the session.
Hope this helps you...
From India, Bangalore
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The way we do it: Send a general email about the new recruit to all the staff in the organization with a copy to the new employee. The new recruit is then personally introduced to all the department heads. This is followed up with a detailed induction schedule from day 3 onwards in all departments, for about 2 days.
Of course, ours is a small organization, and it has been working fine for us.
Seshadri
From India, New Delhi
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Of course, ours is a small organization, and it has been working fine for us.
Seshadri
From India, New Delhi
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@ Vinim
The part about sending emails to the heads to invite the new employees sounds really good. I'm sure it makes the employees feel special. Thanks for the tip!
@ M Seshadri
Thanks for your inputs. Personally introducing the employees to the department heads is a very nice gesture indeed.
From India
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The part about sending emails to the heads to invite the new employees sounds really good. I'm sure it makes the employees feel special. Thanks for the tip!
@ M Seshadri
Thanks for your inputs. Personally introducing the employees to the department heads is a very nice gesture indeed.
From India
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Hi,
The way we do it is by sending "New hire intimation mails" to the whole staff. The new person spends a whole day with HR. From the next day onwards, we make him visit all the departments and gather the necessary information about the various functions. This goes on for 3 days. Then he is handed over to the department head for the OJT.
What you can do is have a quiz session with the new joiner to see what he has learned during the initial days. If the knowledge levels seem low, you can plan another 1-2 day process. If the person seems to acquire good knowledge, the company can gift him something as a token. He will also feel good.
Regards,
Esha
From India, Delhi
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The way we do it is by sending "New hire intimation mails" to the whole staff. The new person spends a whole day with HR. From the next day onwards, we make him visit all the departments and gather the necessary information about the various functions. This goes on for 3 days. Then he is handed over to the department head for the OJT.
What you can do is have a quiz session with the new joiner to see what he has learned during the initial days. If the knowledge levels seem low, you can plan another 1-2 day process. If the person seems to acquire good knowledge, the company can gift him something as a token. He will also feel good.
Regards,
Esha
From India, Delhi
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