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Seb Anthony

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Induction Training Programme

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I have been asked to design a training programme aimed at new starters. it will involve them attending various training sessions throughout the year, really extending the induction period past the initial first few weeks.
Im looking for any guidance on what topics new employees would get benefit from/need to attend (apart from Health and Safety etc) during this period to enable them to acheive their full potential.
Any guidance/details of what happens in other companies in and around induction training would be most helpful.

SCOTT WILSON

6 Responses

  1. Make it fun not a chore
    Induction is seen as a chore to both new employees and trainers but never the less a legal must, we have had a good result by using technology and putting our induction program on our intranet, its much more informative and dare I say it FUN! You need to concentrate on getting that new recruit on board ASAP and shortening their learning curb so they could start contributing to the company’s Goals and Targets in the shortest possible time. Have a look at http://www.e-induction.co.uk Hope this helps.

  2. Workshops
    I am looking at designing something similar for some of our staff. They will have a 2 day induction as soon as they join where we will give them the important information like personnel issues, health & safety. Then we will run a series of workshops (3 – 5) throughout the year to help their development. We have a competency based recruitment system so we I am planning to base the workshops around the compentencies with the aim of developing the core competencies required for the post. E.g. For communication we will have a workshop on report writing and delivering hard messages. For Organisational skills we will have a workshop about time management & speed reading. I am still developing this idea but I thought you may find it useful.

  3. Ideas for Induction
    Hi Scott. Here’s some suggested areas for inclusion in an Induction Programme: organisational/ departmental structure and relationships, core policies and working practices, introduction to customer care, intro’ to organisational T&D process, maybe basic interpersonal/ team skills training, expectations regarding unwritten elements of organisational culture and finally, but not least, make it a morale boosting positive experience!

  4. get the inductees working!
    One idea I’d add…get the inductees to research the company before the induction training starts.

    My last company arranged key individuals from each department/section (these people were from all levels of the company. From MD to shop floor) to talk to the inductees in an informal interview.

    The inductees were divided into small groups (max. of 3) and were given some interview questions and things to find out etc. Then on the induction we would collect all the information and see what they found out.

    We also issued them with office layout maps, whos who and all sorts of other stuff.

    This meant that by the time the induction started they already had a good idea of the organisation they had joined. Plus they felt involved in their own training from day one.

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