1. Elrona DSouza 21 Oct 2014 16:15- 16:45 Seminar Room 3 How to streamline your induction to suit your business and organisation culture.

2. Definition of Induction Is about making people feel welcome on the first day An induction period is meant to ensure that new members of staff settle into their roles as quickly and effectively as possible. Induction is about talent management Creating the employer brand value Generally used in a workplace context to describe the whole process whereby employees adjust or acclimatize to their jobs and working environment Induction is 3. LEARNING OUTCOMES Overview of Induction Supporting Concepts Changes in Induction Tools to evaluate existing induction Adaptation of Induction in the Middle East Line Manager Participation How to promote induction in your organisation 4. Socialisation Process Anticipatory Socialisation Before the individual joins Develops Expectations Interactions Prior experiences Aim- Develop realistic expectations Encounter Phase Begin from Day 1 Mixed reactions- Shocks and surprises Line Manager Contribution Settling In Start to find their feet Build social relationships Resolve work conflict Get interested in their evaluation of their work performance Passive Observer Passive Recipient Active Participant 5. Building Blocks of Induction Broad category that includes providing employees with a sense of orgainisational norms Refers to the vital interpersonal relationships & information networks that new employees must establish Ensures employees understand their new jobs & all related expectations Includes teaching employees basic legal and policy related regulations Compliance Clarification CultureConnection 6. Supporting Concepts Socialisation way in which new employees build up working relationships and find roles for themselves within in the new team Orientation specific course or training event the new starters attend i. e safety induction Onboarding is a broader term with a more comprehensive goal that is ongoing till the employee reaches an acceptable level of productivity 7. Innovation in Induction Now - Starts before first day of work - Two way process Less teaching, and more learning - Ask new employees about their contribution or purpose - Innovative, tech friendly and creative - Involvement of employees family - Broader overview- Company, Industry, Competitors - Blended approach - Active participation of other members of management - Over a period of time -- Phased approach Before - Is an isolated event - About sharing organizational identity - Inductees were more of an audience - PowerPoint heavy one size fits all presentation - Mostly presented by an HR Rep - Tick in the checklist - Company centric - Members of management not active- HR Responsibility 8. Content of Induction Program Induction Program Meet & Greet Amenities Organisation Overview Contractual Terms Working environment Occupational Health & Safety Key Policy Overview 9. Tools to Evaluate Induction Why evaluation What is your C level? Irrelevant, redundant and needs refreshing High turnover in first months Probation extension Organisational changes Evaluation Tools Induction evaluation questionnaire Approach consultants Focus groups with new employees Exit interview data Induction feedback sheets Manager feedback 10. Key Considerations One Size doesn't fit all Align to your organisation, industry and location List possible outcomes Modular Approach Watch out for Information Overload Appropriate doses of information Milestone approach Presentation of Information Use the tool box packs, templates, checklists Give it a BRAND Blended approach Collaboration Doesn't have to be HR alone- Let others join Focus on key outcomes Feedback approach 11. Key Considerations- Host Country Visa & Immigration requirements Local Laws & Customs Country Specific Labour Laws Cultural Differences Behavioral Expectations Integration - One organisation- Say no to functional silos 12. Induction - Refreshed Prior to First Day Welcome Note Meet & Greet Manager Pack Welcome Pack Values Mission & Vision Why we are in business Be creative! Organisation DNA Face time One on one session Leadership Involvement What's expected of them How they value How they contribute Articulate Expectations Health & Safety Code of Ethics Anti Money Laundering Mandatory Orientation Expat /National Orientation Visa & Work permits Family Involvement Laws & Customs Location Familiarization Polices & Procedures Navigating the information Reinforcement Self Guided Tour Payroll Leaves & Absences Compensation & Benefits Frequently Asked Questions 13. Line Manager Participation New Employee Perspective View managers as an important source of information Set the standards of expectations Clarifies roles and responsibilities Standards of performance measurement Line Manager Contribution Feedback on current Induction Contributing to the Induction program Provide tools, training and timelines Change agents 14. Return on Investment Reduction in violations and incidents Faster progress towards active participation Integration- work as one organisation rather than in Silos Retention Rate projection Increase in employee Engagement 15. Induction- Conclusion Through Induction Accurate information is received by the new employee Employees are kept focused and busy from day one Good work habits are quickly installed The new employee feels welcome A professional impression of the company and your management style is created Clear expectations are established to help employee performance Without Induction Limited understanding of the organisation and role Lack of employee engagement Poor relationships with colleagues Poor quality of work May resign or be dismissed Additional recruitment costs Wasted time for the manager Lowering of morale for the remaining staff Damage to the leaver's employment record 16. Induction- Conclusion