INDUCTION PROGRAM & TRAINING MODULE

HUMAN RESOURCE MANAGEMENT

SUBMITTED BY

Internal 08 MAY 2023

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Objective: Develop an induction program for a mass joining drive

 Mix of people from different sectors

 Freshers

Select a designate and develop a training module

Induction program

Objective
Induction provides new starters with important information regarding their new employment. The
induction process serves to welcome new hires to the business and help them transition into their
new role; enabling new employees to feel supported while they adjust. It is considered best practice
to provide an induction program to employees.

Scope
All new employees hired on rolls of the company.

Process
Induction ensures that new employees are initiated in the expectations, performance and culture of
the Company. When used strategically, the induction process can increase employee retention by
helping them understand their role and how it fits into the company. Companies that have structured
new employee induction processes are more likely to have higher productivity within the workforce,
as the new employee may be able to add value to the business sooner if they can hit the ground
running. Employees who have undertaken a structured induction process will have a fair idea of how
the company operates.

The induction process may include:

 Pre-induction process
 Induction
 Post-induction process or Follow-up and ongoing development

Employee induction is an effective and efficient means of outlining workplace policies and procedures
to new starters, for providing specific information new employees need to know to do their job, and
for setting expectations within the larger context of company goals, objectives and the business
operation as a whole. An induction program should include training for new hires on how to do their
jobs safely and what to do in the event of an emergency.

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Adopting an induction process for new starters can have many benefits for both employers and
employees.

For employers an induction process can:

 Contribute to a positive workplace culture as it assists new employees to transition and

assimilate into the workplace;
 Save an employer time and money, as the employee can partially self-educate through online
learning modules;
 Encourage employee retention, reduce employee turnover and save on recruitment costs as it
helps employees feel welcome and valued;
 Ensure operational efficiency and increase productivity – employees have a full understanding
of the company and their role within it so they can hit the ground running;
 Educate employees on compliance with company policies and procedures, and Workplace
Health and Safety;
 Enhance company reputation by creating a professional impression.

The benefits of employee induction for new staff are:

 The induction process helps new employees settle into their role quicker;
 New hires better understand their role and how it fits into the organization;
 New starters feel respected and valued and accepted into the organization by team members;
 New employees better understand company processes and (workplace health and safety)
policies and procedures;
 New staff receive necessary information as to organizational culture and standards of
behavior to help them assimilate;
 The induction process helps establish good communication with managers and team
members.

Employee Induction Program Checklist

The induction program should cover at least the following:

 An introduction to the business, colleagues and important stakeholders (eg. team leader)
 An overview of the organizational history, structure, visions, culture and values
 Employee handbook briefing and reference to the code of conduct
 Job description for the employee such as title, roles, and responsibilities
 Roster or work schedule
 Copy of their employment agreement, company handbook and HR manual

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  Work Health and Safety information (layout of premises, including fire exits, first aid facilities;
overview of WHS policies)
 Induction and setup of workstation and systems
 Overview of upcoming key dates and events
 Provided with tools of trade (ID, keys, name badge, swipe card, phone etc.)
 Contact list of staff members.

At the end of the induction, ask the employee if they have any questions or concerns they would like
to address. It’s considered best practice to give the employee plenty of written material they can
reference later to refresh their knowledge.

For compliance purposes, you should also require the new employee to provide you with copies of
the following:

 signed employment contract

 tax file declaration
 choice of superannuation form
 bank details (including bank, BSB and account number)
 emergency contact details (including name, address, phone number and relationship)
 licence, passport, and visa (if applicable)

Below is the plan for Induction program:

Activity Contact, Resources, Details When Completed

Workplace Welcome and Introduction to colleagues Day 1 <date
welcome Tour of building 30-45minutes/ complete>
Go through Induction plan need based
Workstatio Supervisor/colleague to show how to use: Day 1
n  Log in 30-45minutes/
 Phone need based
 Outlook
 Calendar sharing
 Software: <list>
New The following documents have been returned: Day 1
Employee  Acceptance of Offer 30-45minutes/
Paperwork  New Employee Information form need based
 Banking Details
 Tax File Number Declaration
 Superannuation Form

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  Equal Opportunity Data Collection
 Original Birth Certificate or Passport
 Original Visa (if applicable)
 Original evidence of change of name (if
applicable)
 Original qualifications
Required documents are listed on your offer
letter
Policies Review relevant policies including: Day 2
<insert policies> 30-45minutes/
need based
Processes Familiarize yourself with processes including: Day 2
<insert policies> 30-45minutes/
need based
Team Introduction to Cross Functional department Day 2
meetings Heads 30-45minutes/
need based
Meet with Assign a buddy Day 2
Buddy 30-45minutes/
need based
Campus <List relevant campuses and schedule> Day 3
visits
HR Connect with relevant HR contact (for Day 3
Managers/Supervisors)

Encouraging Social Interaction

Bringing new staff into an existing work environment can be stressful. On their first day, give new
staff a guided tour of the workplace and introduce them to other team members. If possible, appoint
one or two team members as a main point of contact for new staff, so they can rely on them for help
or advice.

Besides the usual ‘meet and greet,’ some other activities the company can do to encourage social
interaction include:

 Organizing a group meeting and have everyone introduce themselves to the new member
 Encouraging the team to sign a ‘welcome card’ or similar kind of written introduction
 Having an informal team lunch

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If your business is active on social media, you might also consider welcoming the new team member
with a brief online description or profile with your social media network.

Following-Up

The follow-up process allows managers to ascertain whether or not employees have integrated
successfully, what further resources are required or what changes need to be made and if the
employee needs further training. The information gathered during the follow-up process can help
improve induction programs for other new starters.

Once the formal induction is over, arrange regular meetings with the new employee to check how
they are going. Give them the chance to raise any concerns and discuss them in confidence.

Training & Development

Training and development refer to the imparting of specific skills, abilities and knowledge to an
employee. A formal definition of training & development is that it is any attempt to improve current
or future employee performance by increasing an employee’s ability to perform through learning,
usually by changing the employee’s attitude or increasing his or her skills and knowledge. The
fundamental aim of training is to help the organization achieve its purpose by adding value to its key
resource – the people it employs. Training and development is also referred as employee
development, human resource development, and learning and development. The primary objective
of training and development is to make a skilled and willing workforce available to an organization.
The other objectives comprise of:

 Individual Objectives.
 Organizational Objectives
 Functional Objectives
 Societal Objectives

Benefits from Employee Training & Development:

Regardless of the size or type of an industry or business, training can have a measurable impact on
performance and the bottom line.

Research shows that productivity increases while training takes place. Employees who receive formal
training can be much more productive than untrained colleagues who are working in the same role.
Staying competitive is the key to sustainability. Through, training the company aims to keep the

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employees motivated and up-to-date with industry trends and new technologies is essential to
achieving that goal.

Employees benefit too by learning new skills and becoming a valued asset in any organization.
Successful training is focused on supporting business objectives.

Training Benefits to the Organization

 Leads to improved profitability and/or more positive attitudes towards profit orientation.
Improves the job knowledge and skills at all levels of the organization
 Improves the morale of the workforce
 Helps people identify with organizational goals
 Helps create a better corporate image
 Fosters authenticity, openness and trust
 Aids in organizational development

Benefits to the Individual:

 Helps the individual in making better decisions and effective problem solving
 Through training and development, motivational variables of recognition, achievement,
growth, responsibility and advancement are internalized and operationalized
 Aids in encouraging and achieving self-development and self-confidence & also helps
eliminate fear in attempting new tasks
 Helps a person handle stress, tension, frustration and conflict
 Provides information for improving leadership, knowledge, communication skills and attitudes

Training need identification

TNI format is linked with the appraisal wherein the appraiser needs to fill the functional, behavioral
competencies that are required/ expected from the employee to perform, delivered by the employee
& also if any improvements required. On that basis of this training needs are identified. Also they are
identified through grievances, at the time of promotions, through tests- for behavioral as well as
technical, questionnaires, self-assessment by the employee, training would be imparted on account
of expansion if new machines are bought in or new systems & procedures have been laid down.

Training calendar

It is usually prepared in the month of November for the trainings to be imparted for the next calendar
year. It is prepared on the basis of 4 categories: workers, staff, managers, top management. Training
calendar is developed on the basis of TNI & some are compulsory trainings specific to grades &
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nature of responsibilities.

Training budget

It is decided based on training calendar & availability of external & internal faculties.

Measuring training effectiveness

Immediate feedback is taken to measure effectiveness of training

In house faculty development

In house trainer is identified by the functional heads. After their identification, they are supposed to
submit their course material, presentation, methodology to the functional head & then they will
forward it further to the HR department. The in house faculty is then decided accordingly. In order to
develop the In house faculty they are sent for specific training & thereafter, they use the knowledge
of those trainings to further impart it to the concerned employees.

Type & level of training required is the key factor for deciding whether training should be in house or
outsourced.

Process followed to ensure that the employees attend the training

Training is purely linked with appraisal at the organization. Also, it also linked with career growth of
the employees.

Training needs basket

 Managerial & functional (technical training): Project management, strategic business

negotiation, strategic planning, creativity & innovation, industrial safety & improving
productivity.
 Behavioral /soft skills training- Leadership, team building, interpersonal effectiveness,
stress management, improving emotional intelligence, personal effectiveness, presentation &
communication skills.
 Other actions: On the job, job enlargement, job rotation, special projects.

Trainings schemes for Management trainee

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Training Period: It will be for a period of 1 year & the individual will be given training in
various modules.

 Training details:

1. Induction & orientation training

2. Functional training
3. Product training
4. Quality training
5. Project documentation
6. Management skills
7. Pre- placement training

 Methodology:

1. Plant visits
2. Plant process orientation
3. On-the-job training
4. Customer relationship management
5. Classroom training
6. Presentation of project in front of management

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