B: induction
A good induction for any new employee is important and can provide the new worker with the reassurance they might be looking for — that they have made the right choice to join your organisation. The flowchart below summarises how to avoid throwing a new worker in at the deep end.
purpose of induction
The primary aims of a good induction are to:
- welcome new people
- introduce them to the culture of the organisation
- reassure them that they've made the right decision to join the organisation
- ensure they start their new job feeling motivated
- enable them to contribute effectively as soon as possible
- help them integrate into the work environment
- introduce them to their role.
benefits of induction
An effective induction programme will:
- help new employees to settle into the company quickly and become productive and contributing members of staff
- ensure that new employees are highly motivated
- ensure employees work in a safe environment
- help reduce poor performance, absenteeism and staff turnover (by helping an employee fit into the organisation and meet the needs of the job)
- reduce costs associated with repeated recruitment, training and lost productivity.
(From People Management, SPARC).
preparing an induction programme
An induction programme should:
- be prepared in advance of the new employee arriving
- be tailored for each employee who will have different needs depending on their role and previous experience
- be spread out enough so that the new employee is not overloaded with information in the first few days
- include an induction pack of all the information they need for their induction and a timetable of planned induction events
- be reviewed every now and then, based on feedback gained from the new employee once they have finished the programme.
induction checklists
Preparation checklist — before their first day
- ensure you have received signed confirmation of their acceptance of the employment offer and associated terms and conditions
- let them know where to come, when to arrive, who to ask for and what to bring on their first day e.g. IRD number, bank account details, driver's licence
- set up their desk/office with a chair, computer and telephone
- organise email accounts and passwords, access keys etc
- advise people in the organisation when to expect the new person
- set up a mentor or "buddy" for the new employee — try to choose someone with more experience who will help the employee settle in
- set up a group of people to help you with the induction programme — e.g. senior people in the organisation — and make sure they all know their role
- prepare an induction pack
- prepare a timetable of induction events so the new employee knows their programme for the next few weeks e.g. meeting times with key people, health and safety briefing.
(From People Management, SPARC).
Employee arrival checklist — on their first day
- be available and on time to meet them
- go through the induction pack with them
- gain bank account details and IRD number in particular and pass on to the person/company responsible for payroll
- explain the pay cycle (e.g. weekly, fortnightly, monthly) and when their first pay will go in to their account
- explain the salary review process
- ensure they meet with as many of their colleagues as possible, and in particular their line manager/supervisor
- start taking them through the induction process or hand them over to the person who will be responsible for this
- check in from time to time to make sure they are ok.
(From People Management, SPARC).
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