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Induction Policy - Rough Draft
Human Resources » Policies & Samples


Chrm Message From: vinaykumar07 Total Posts: 10 Join Date: 10/03/2006
Rank: Executive Post Date: 25/06/2006 06:36:14 Points: 55 Location: India

Hi All

I am sharing a sample induction policy which had fwded to me by one of my e- HR friends

Induction of New Employees Policy

1. INTRODUCTION

Induction is a systematic process, which enables new employees to become familiar with their job, the PCT, and the other people with whom they will be working. Induction is equally important for staff who move jobs within the PCT as for new starters.

2. PURPOSE

Systematic induction will:

2.1 Introduce new employees to the PCT in a positive way in line with good employment practice.

2.2 Meet the PCT’s initial legal obligations, in particular relating to Health &
Safety.

2.3 Begin the process of engendering a corporate culture and commitment
within the PCT.

2.4 Support new employees so that they can effectively and competently carry
out their job as soon as possible.

2.5 Form the basis for further individual development.

2.6 Demonstrate the PCT’s commitment to investing in its staff.

2.7 Help support individuals and reduce turnover rates amongst newly
appointed staff.

3. PRINCIPLES

3.1 All employees (full, part time, temporary and permanent) will be properly
and fully inducted.

3.2 Managers have the ultimate responsibility for the effective induction of their
Staff.

3.3 The major part of induction happens in the workplace not on an induction course.

3.4 All staff will receive a copy of the PCT’s Staff Handbook. (A copy will be available via the Intranet also)

3.5 The effectiveness of the induction process will be evaluated regularly.

3.6 The process will be structured to ensure that urgent knowledge is communicated
immediately (e.g. fire exits) and important but less urgent information is dealt with
later. Managers must be aware of the problem of information overload for new staff.

3.7 New staff will initially be supernumerary or, where this is not possible, will work
with an experienced member of staff for an appropriate period.

3.8 New staff will have access to a co-worker who will assist their assimilation to the
workplace.


4. THE PROCESS

4.1 The whole process is underpinned by a comprehensive checklist Appendix 1 which is central to effective induction. Each employee is issued with a copy on commencement and the provision of information necessary for its completion is the responsibility of the manager (and co-worker if appropriate). A flowchart is set out overleaf which shows the timescale and responsibilities for action. attendance at an induction course is compulsory for all staff. The checklist should be used as a guide but the way it is used will need to take account of local
circumstances. A separate policy on PRECEPTORSHIP will be developed to
reflect the PCT’s obligations in that area.

5. STANDARDS

5.1 Managers’ performance in the induction of their new staff will be measured
against the standards set out in Appendix A.

6. IMPLEMENTING THE POLICY

Each employee (ward, home, department) will receive a copy of the policy and
checklist from their manager. Each will be asked to sign and return a form
stating that they understand the importance of induction and the expectations
of them that this brings (Appendix B).

7. EVALUATING THE EFFECTIVENESS OF INDUCTION IN THE PCT

7.1 The revised one day induction course will be evaluated by participant feedback
To ascertain the degree to which it meets its objective.

7.2 A sample of new employees will be surveyed to find out how comprehensive and
effective their induction was, and how or if it could be improved.

7.3 A sample of new employees will be asked to assess how well their manager met
The expectations set out in Appendix B.

7.4 Effective induction is thought to reduce turnover and so turnover rates will be
monitored and compared with historical data to ensure that the process is
effective.

8. CONTINUOUS DEVELOPMENT

The induction period is an integral part of any process of continuous development. Thus by the end of the third month in post, a review/assessment
of the employee’s current skills will be undertaken by his/her manager and
compared against the job profile requirements. Identified skill needs will then
be addressed through the PDP process.


*** PCT is company Name .

Regards

Vinay Ravindran



 

 
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