1. Induction Training Design
Your Name

3. 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

4. What is Induction?

5. 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.”

6. Why Bother with Induction?

7. 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!).

8. Key Principles of Induction

9. Key Principles of Induction
Organisation

10. Key Principles of Induction
Organisation
Culture

11. Key Principles of Induction
Organisation
Culture
Timing

12. Key Principles of Induction
Organisation
Culture
Timing
Methods

13. Key Principles of Induction
Organisation
Culture
Timing
Methods
People

14. Key Principles of Induction
Organisation
Culture
Timing
Methods
People
Informed

15. Key Principles of Induction
Organisation
Culture
Timing
Methods
People
Informed
Documentation

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

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

18. 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

19. 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.

20. 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.’

21. 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.

22. 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”

23. 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

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

25. Course Framework
Course Outline
Course Summary
Course Content

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

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

28. 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.

29. 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.

30. Evaluation Levels
Learner
Trainer
Course or activity

31. 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 .

32. 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.