Induction Training Design Your Name

Objectives At the end of this course you will: Know what induction is Be able to explain the reasons for having an induction programme in your organisation Recognise the factors that make induction suitable for an organisation Be able to design an induction programme that incorporates: An appropriate selection of components and activities The key principles and minimum criteria of induction An induction plan and checklist A means of evaluation of effect. 3

What is Induction?

What is Induction? Here’s what the Chartered Institute of Personnel and Development has to say:   “The term ‘induction’ is generally used to describe the whole process whereby employees adjust or acclimatise to their jobs and working environment. As part of this process, ‘orientation’ can be used to refer to a specific course or training event that new starters attend, and ‘socialisation’ can be used to describe the way in which new employees build up working relationships and find roles for themselves within their new teams.”

Why Bother with Induction?

Why Bother with Induction? The most essential points to make about induction are that it:   helps employees become more effective more quickly (and this is particularly important for small firms where there may be less scope to 'carry' new people) contributes to early motivation, performance and commitment (which all means that people will come back on Day 2!).

Key Principles of Induction

Key Principles of Induction Organisation

Key Principles of Induction Organisation Culture

Key Principles of Induction Organisation Culture Timing

Key Principles of Induction Organisation Culture Timing Methods

Key Principles of Induction Organisation Culture Timing Methods People

Key Principles of Induction Organisation Culture Timing Methods People Informed

Key Principles of Induction Organisation Culture Timing Methods People Informed Documentation

Key Principles of Induction Organisation Culture Timing Methods People Informed Documentation Pace

Key Principles of Induction Organisation Culture Timing Methods People Informed Documentation Pace Evaluation

Who’s Involved? Colleagues / peers Company representatives from trades unions, staff associations, sports and social clubs, etc Compliance Officer HR Line manager Mentor or 'buddy' Safety officer Senior managers Supervisor or team leader Training officer

Induction Policy Key components are typically:   Scope – defining what induction is, why it is important and who it applies to Aims – setting out how the company will approach induction; what it will actually do Key Principles – identifying who is responsible for delivery of induction, who does what in the process and who takes overall responsibility.

Overall Aim A broad statement about the purpose of the programme, for example:   ‘To enable new starters to become fully integrated into their roles and to control the rate of early leavers by helping new starters to adjust.’

Objectives Concise statements about what is going to be achieved through the induction programme. Each component of the programme (i.e. training workshop, coaching, e-learning etc) should have its own objectives, and should state in clear terms what the learner should be able to do at the end of the training.

SMART Specific - clear and concise Measurable - a mechanism for assessing the “before and after” Achievable - realistic and within the timescale, budget and abilities of the delegates Relevant - a good business case, of relevance to the delegates in their roles / industry Time-scaled - “by the end of the course”, “at the end of the training”, “at regular intervals after the training has taken place”

Must Haves Smoking at work policy – including showing smokers the designated smoking areas (if any) Alcohol and drugs policy – so that the expectation is clear from the outset Security procedures, surveillance, search rights etc Confidentiality requirements Use of company vehicles and / or mobile phones policy Dress code

No No’s Too much, too soon Pitching materials at an inappropriate level Over-delivery Creating the wrong impression

Course Framework Course Outline Course Summary Course Content

Trainers’ Session Plan Aim Objective Materials Timing Method Venue Exercises Instruction to self  

A Checklist for Induction The sole basis of an induction programme A back-up document The basis of an end of induction review conversation

Induction Pack the company’s latest annual report an organisation chart the latest employee newsletter health and safety information a copy of the staff handbook a map setting out the location of photocopiers, meeting rooms, eating facilities, toilets, fire exits etc details of the pension scheme, life assurance / death in service scheme, discount entitlements and any other benefits blank personnel documents training evaluation / feedback forms.

Evaluation Definitions Measuring the overall cost and benefit of a programme A range of activities designed to establish how well learners are supported Assessing whether or not the training has produced the required outputs.

Evaluation Levels Learner Trainer Course or activity

Evaluation Sources Questionnaires such as ‘happy sheets’ or training feedback forms from learners Self-audit forms completed by trainers / coaches Statistics such as early leavers, numbers of new employees meeting probationary requirements Qualitative information from speaking to people about how well the induction programme, materials and methods are received and whether the induction programme is valued .

Objectives Now that we have reached the end you will: Know what induction is Be able to explain the reasons for having an induction programme in your organisation Recognise the factors that make induction suitable for an organisation Be able to design an induction programme that incorporates: An appropriate selection of components and activities The key principles and minimum criteria of induction An induction plan and checklist A means of evaluation of effect.