Induction programme is no doubt one of the essential processes to get start a new employee. How best and how fast a new employee feels home and starts giving work outputs depends on the quality of Induction programme in your Organization.

In our organization we have structurred this way:

Joining formalities - joining report, all forms, verification of documents, statutory formalities, banking formalities, etc. A written Induction programme is handed over to him which is of 4 days. Induction programme is focusing on (a) explaining the production process and its logical sequence, (b) employee's function and where it fits in the process sequence, (c) customer-supplier relationship of his function to process, (d) general familiarization. (e) All these for days he is given back-up support by the Personnel Department and his/her immediate functional senior to whom he/she would be administratively responsible subsequently. Introduction - Share history of the organization, basic values which are important to us, facilities, general systems-like leave, canteen, library, procurements, communication, etc. Qualilty Objectives under ISO 9001-2000, what they mean to us, explaining of Organization structure, his function and its relation to other functions and how related employees are placed in the Organization.

Then we introduce him to common seniors and common facility In-charges, like accounts, personnel, reception, General Manager and all related functional and cross-functional associates with whom he/she has to interact.

Production process familiarization and Clarity of role :Then he spends one hour each with important process stage in-charges to understand the process. While this is being done he also spends lot of time with his own department and relates it to process stages. In free time (in practice gaps are found in the time table designed for his induction) he is asked to read ISO procedures applicable to him.

A Review Interview - At the end of Induction programme he has to prepare a presentation of 15 minutes before the Personnel Manager and his Department Head. Gaps are noted down and explained to him again and he is given brief of On the job objectives drawn for 2 / 4 quarters (We have minimum 6 months probation for all experienced non-technical employees and 12 months for technical employees).

We have found this very useful and purposive.