Importance of HR Induction in New Employee Orientation
Hi All,
I am currently working on the HR Induction revamp for our organization. To give a background, in our organization we have multiple departmental inductions during the new hire orientation, of which HR induction is one.
Would like to know your thoughts on the below-mentioned areas. Please feel free to share your views/opinions on the same.
1. What is the need for HR in this communication?
2. As a new hire/new employee, what are their expectations out of this session?
3. What are the new trends (apart from PPTs, Word docs, Manuals) in this communication?
4. What kind of experience are they expecting to go through during this induction?
5. How/what is the best way of communicating with the new hires? (Making sure it's not an overload or they don't feel bored)
6. Who is the best person to communicate?
This, I felt, is something unique which I have not been able to get any info so far. The best way is to discuss/share those thoughts.
Just in case, if you need to send/share/discuss any information, please feel free to get in touch with me on [IMG]https://www.citehr.com/?emage=670a937a1beef2881b1819213719ad3e[/IMG].
Thank you, Have a nice day ahead!!!
Regards, Anil R <image no longer exists> <link updated to site home>
From India, Bangalore
1Hi All,
I am currently working on the HR Induction revamp for our organization. To give a background, in our organization we have multiple departmental inductions during the new hire orientation, of which HR induction is one.
Would like to know your thoughts on the below-mentioned areas. Please feel free to share your views/opinions on the same.
1. What is the need for HR in this communication?
2. As a new hire/new employee, what are their expectations out of this session?
3. What are the new trends (apart from PPTs, Word docs, Manuals) in this communication?
4. What kind of experience are they expecting to go through during this induction?
5. How/what is the best way of communicating with the new hires? (Making sure it's not an overload or they don't feel bored)
6. Who is the best person to communicate?
This, I felt, is something unique which I have not been able to get any info so far. The best way is to discuss/share those thoughts.
Just in case, if you need to send/share/discuss any information, please feel free to get in touch with me on [IMG]https://www.citehr.com/?emage=670a937a1beef2881b1819213719ad3e[/IMG].
Thank you, Have a nice day ahead!!!
Regards, Anil R <image no longer exists> <link updated to site home>
From India, Bangalore
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Dear Anil,
Here are my answers to your questions:
1. What is the need for HR in this communication?
In many organizations, HR is seen as just a support organization that comes to the fore only when some "people" based action/project needs to be implemented. It becomes hard for an employee to know who the people they can get in touch with are; hence, it is imperative that HR forms a part of the induction program not only as a presenter but as a convener.
2. As a new hire/new employee, what are their expectations out of this session?
1) They should first understand the company's values, vision, goals, etc.
2) They should be aware of the organizational structure.
3) They should be made aware of the people practices.
4) They should be made aware of policies such as leave, medical, insurance, performance management, promotion, job rotation, secondment, TDS, travel policy, etc.
5) Their appointment letter and breakdown of their salary structure should be explained.
6) They should be informed about certain employee benefits, e.g., training programs, clubs, compensations, holiday lists, employee discounts, and employee engagement practices.
3. What are the new trends (apart from PPT, Word docs, Manuals) in this communication?
- Have a well-designed brochure!
- Place important information on desktop wallpapers!
- Create a ready-to-use flash presentation that is self-readable.
4. What kind of experience are they expecting to go through during this induction?
- They should find it as involving as possible.
- They should be made to believe that they have made the right decision by choosing your organization.
- They should feel that they are aware of the culture and hence can easily blend in.
5. How/what is the best way of communicating with the new hires? (Making sure it's not an overload or they don't feel bored)
- By way of a flash presentation!
- However, a face-to-face program is always great! Make it more like a facilitated training program with a lot of activities like energizers, introduction sessions, etc.
6. Who is the best person to communicate?
- The HR Assistant Manager, HR Manager, HR Executive! However, make sure that if there is a group or even a single person induction, then the head honcho, viz., President, CEO, CLO, CFO, gets to meet the new employees!
That's it!
If you have any questions, please feel free to contact me!
I designed the Induction program in my last organization (a two-day induction program for batches of 30-40 new hires that included all levels!)
Regards,
Kenneth Lewis
Corporate Learning Strategist
mumbai@fymc.co.in
09004038788
From India, Mumbai
Here are my answers to your questions:
1. What is the need for HR in this communication?
In many organizations, HR is seen as just a support organization that comes to the fore only when some "people" based action/project needs to be implemented. It becomes hard for an employee to know who the people they can get in touch with are; hence, it is imperative that HR forms a part of the induction program not only as a presenter but as a convener.
2. As a new hire/new employee, what are their expectations out of this session?
1) They should first understand the company's values, vision, goals, etc.
2) They should be aware of the organizational structure.
3) They should be made aware of the people practices.
4) They should be made aware of policies such as leave, medical, insurance, performance management, promotion, job rotation, secondment, TDS, travel policy, etc.
5) Their appointment letter and breakdown of their salary structure should be explained.
6) They should be informed about certain employee benefits, e.g., training programs, clubs, compensations, holiday lists, employee discounts, and employee engagement practices.
3. What are the new trends (apart from PPT, Word docs, Manuals) in this communication?
- Have a well-designed brochure!
- Place important information on desktop wallpapers!
- Create a ready-to-use flash presentation that is self-readable.
4. What kind of experience are they expecting to go through during this induction?
- They should find it as involving as possible.
- They should be made to believe that they have made the right decision by choosing your organization.
- They should feel that they are aware of the culture and hence can easily blend in.
5. How/what is the best way of communicating with the new hires? (Making sure it's not an overload or they don't feel bored)
- By way of a flash presentation!
- However, a face-to-face program is always great! Make it more like a facilitated training program with a lot of activities like energizers, introduction sessions, etc.
6. Who is the best person to communicate?
- The HR Assistant Manager, HR Manager, HR Executive! However, make sure that if there is a group or even a single person induction, then the head honcho, viz., President, CEO, CLO, CFO, gets to meet the new employees!
That's it!
If you have any questions, please feel free to contact me!
I designed the Induction program in my last organization (a two-day induction program for batches of 30-40 new hires that included all levels!)
Regards,
Kenneth Lewis
Corporate Learning Strategist
mumbai@fymc.co.in
09004038788
From India, Mumbai
Dear Kenneth,
Thank you for your input and the time taken to share the same. It really helps in gaining clarity of thought after reading your input. Great to see someone replying to this post after a fortnight!
Should I need any further assistance or clarification, I will get in touch with you. Thank you once again.
Have a nice day!
Regards,
Anil R
From India, Bangalore
Thank you for your input and the time taken to share the same. It really helps in gaining clarity of thought after reading your input. Great to see someone replying to this post after a fortnight!
Should I need any further assistance or clarification, I will get in touch with you. Thank you once again.
Have a nice day!
Regards,
Anil R
From India, Bangalore
Dear Anil Sir,
I'm an MBA student currently in my last semester. I had done my project with Le Meridien and was really involved in the HR processes. My topic was related to attrition and retention, and I found out that induction plays a major role when an employee has just entered the organization. It is their very first step into the family, and usually, organizations take the induction programs as a very casual program, which shouldn't be the case.
Especially in the hotel industry, since we have a rigid hierarchy to be followed, the lower-level employees are usually left out and are not involved very much in the induction. This becomes the first failing step to retain the employees when they are not connected with their organization.
So, the crux is every organization should make it a point to involve every single employee, whether of a high or low level, in the induction program. This was one of the conclusions I drew from my research study.
Regards,
Sonia G
From India, Pune
I'm an MBA student currently in my last semester. I had done my project with Le Meridien and was really involved in the HR processes. My topic was related to attrition and retention, and I found out that induction plays a major role when an employee has just entered the organization. It is their very first step into the family, and usually, organizations take the induction programs as a very casual program, which shouldn't be the case.
Especially in the hotel industry, since we have a rigid hierarchy to be followed, the lower-level employees are usually left out and are not involved very much in the induction. This becomes the first failing step to retain the employees when they are not connected with their organization.
So, the crux is every organization should make it a point to involve every single employee, whether of a high or low level, in the induction program. This was one of the conclusions I drew from my research study.
Regards,
Sonia G
From India, Pune
Thank you, Kenneth Lewis, for your inputs. Thanks, Sonia G, I appreciate your conclusion too.
I would also like to add to the discussion.
1. What is the need for HR in this communication?
HR is involved in formulating policies and guidelines for the company. Therefore, HR is best suited to communicate about the company's culture. Induction provides an opportunity for the new employee and HR to connect. The new employee is more receptive during induction and will carry this information throughout their tenure.
2. As a new hire, what are their expectations from this session?
Expectations can be categorized into the 3Ps: PERSON, PREMISES, and PROCESS.
PERSON: Concerned individuals, Reporting Manager, Organizational structure.
PREMISES: Facilities like the canteen, conference room, and workstations.
PROCESS: Information on leave policies, appraisals, training, compensation, benefits, and other company policies.
3. What are the new trends (besides PPTs, Word docs, Manuals) in this communication?
Provide something concise and informative for the new employee to read.
4. What kind of experience do they expect during this induction?
As new employees in a new environment, they seek clarification and guidance.
5. What is the best way to communicate with new hires?
Ensure communication is engaging and not overwhelming. HR should make new hires feel welcomed and supported, introduce them to their reporting managers.
6. Who is the best person to communicate with?
The HR representative.
Regards,
Shweta
From India
I would also like to add to the discussion.
1. What is the need for HR in this communication?
HR is involved in formulating policies and guidelines for the company. Therefore, HR is best suited to communicate about the company's culture. Induction provides an opportunity for the new employee and HR to connect. The new employee is more receptive during induction and will carry this information throughout their tenure.
2. As a new hire, what are their expectations from this session?
Expectations can be categorized into the 3Ps: PERSON, PREMISES, and PROCESS.
PERSON: Concerned individuals, Reporting Manager, Organizational structure.
PREMISES: Facilities like the canteen, conference room, and workstations.
PROCESS: Information on leave policies, appraisals, training, compensation, benefits, and other company policies.
3. What are the new trends (besides PPTs, Word docs, Manuals) in this communication?
Provide something concise and informative for the new employee to read.
4. What kind of experience do they expect during this induction?
As new employees in a new environment, they seek clarification and guidance.
5. What is the best way to communicate with new hires?
Ensure communication is engaging and not overwhelming. HR should make new hires feel welcomed and supported, introduce them to their reporting managers.
6. Who is the best person to communicate with?
The HR representative.
Regards,
Shweta
From India
Dear Anil,
There are some other innovative methods that can be tried:
1) Have a walkabout arranged, showing the facilities, cabins, exits, washrooms, cafeteria, library, and maybe also introducing them to people along the way!
2) Add another badge to their ID card which may read "I am new, so were you! So please help me" or "I am willing to learn. Are you willing to teach?" or "I have joined here to help our organization grow" or "I am the newest member of the family." You can take the badge from them after 1 month.
3) Have a corporate video made and presented that contains the job that you do, a welcome note from the board and the heads, testimonials by employees, etc. This has a really good impact since many times the management may not be available.
4) Have bouquets organized for them, which shows appreciation.
Regards,
Kenneth Lewis
From India, Mumbai
There are some other innovative methods that can be tried:
1) Have a walkabout arranged, showing the facilities, cabins, exits, washrooms, cafeteria, library, and maybe also introducing them to people along the way!
2) Add another badge to their ID card which may read "I am new, so were you! So please help me" or "I am willing to learn. Are you willing to teach?" or "I have joined here to help our organization grow" or "I am the newest member of the family." You can take the badge from them after 1 month.
3) Have a corporate video made and presented that contains the job that you do, a welcome note from the board and the heads, testimonials by employees, etc. This has a really good impact since many times the management may not be available.
4) Have bouquets organized for them, which shows appreciation.
Regards,
Kenneth Lewis
From India, Mumbai
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