No Image Available

Seb Anthony

Read more from Seb Anthony

googletag.cmd.push(function() { googletag.display(‘div-gpt-ad-1705321608055-0’); });

Induction Challenges


I am undergoing a current review of our overall induction process with the objective of providing the organisation with an induction, which matches the business requirements. As part of this, I would really appreciate talking to people who currently have or overcome similar challenges to us, including:

ƒ{The induction solution that several business units and central departments can apply to a common template in their different localities

The induction needs to be sufficiently flexible that it can be deployed across our range of disparate activities and occupational groups employed, including seasonal, craft-skilled people, volunteers and office groups

It needs to provide solutions for the different levels of induction required ¡V corporate, unit/department, workplace, individual job

Reflects that induction is the final stage of the recruitment process and the beginning of the performance management and development process

Involves a range of media and methods so that optimum approaches can be selected by managers and individuals depending upon their particular circumstances and requirements. Bearing in mind some people have limited access to computers

Could you post a reply if you would be happy to discuss your experiences further?
Elizabeth Turpin

5 Responses

  1. Online resources for Induction
    An online resource for individual induction is found at Titles of particular interest might be:

    Welcoming and Integrating a new Employee
    Guidelines to reference checking
    Recruitment and interviews: capturing compentency
    Navigating the Seas of Change
    Communicating effectively

  2. Article
    Elizabeth, I wrote an article some time ago which addressed this exact same issue. If you drop me a line I’ll be happy to send it out to you.


  3. Induction Challenges
    Hi Elizabeth,

    If it might be helpful I can share information with you on using organisational simulations, action learning projects, and learning support groups as part of, or all of, the induction process.

    The experiential simulation can be custom designed to map and recreate the business or department that the new people will be working in, and in a training environment give them a realistic overview of how it works and interacts with other parts of the organisation; using this overview and it’s analytical perspective the inductees can then investigate and map the roles, relationships, structures and systems around their own jobs as action learning projects; and following this the support groups will give assistance for continuing learning from the inevitable challenges and opportunities which they will be coming across.

    You seem to be looking for practical relevance and flexibility which this might offer.

    Good wishes,

    [email protected]

  4. Inuctions…
    Hello Elizabeth.

    My company specialises in providing effective solutions to the challenges you face.

    I would be happy to discuss this matter further with you – even if you don’t wish to engage te services of a Learning Services provider.

    email me on:
    [email protected]

    Kind regards,



Get the latest from TrainingZone.

Elevate your L&D expertise by subscribing to TrainingZone’s newsletter! Get curated insights, premium reports, and event updates from industry leaders.

Thank you!