What to include in the induction process

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On the first day of the new person's employment employers should carry out a formal induction process for a number of important reasons. No matter the size of the organisation, starting a new job can be a daunting experience so providing some time for the new employee to settle in before actually beginning their job will prove beneficial. Not only will it reduce any anxiety the new employee may have, it provides time for the employer to ensure that all the necessary administration duties are carried out. A written induction plan helps the employer keep to a timetable and allows the employee to know what is expected of him. Before anything related to actual work commences, the employer should ensure that all the relevant paperwork is collected from the employee. This could include, for example, National Insurance number if not already included on the employee’s application form, P45, driving licence for copying, etc. An induction period is the ideal time to obtain the employee’s signature on their contract of employment and issue other employment related documentation e.g. employee handbook, safety handbook, any policies and procedures that are applicable to the employee’s employment. A signature to confirm receipt of these documents gives the employer the written proof that new employees are aware of the rules and procedures and of their obligations under the working time legislation. Once the administration jobs are completed, and the employee has been shown round the working area and other important areas e.g. toilets, canteen etc., and introduced to colleagues, it may be necessary to provide training specific to the job you have taken them on to perform. Again, a training plan should ideally be provided to the employee. If your recruitment process has been carried out carefully and thoughtfully, your new employee will already have the necessary skills and qualifications to carry out the job effectively and that is why you employed them. However, employers must bear in mind that although previous experience will lend itself to familiarity with machinery or computer systems, some time should be granted to the employee to learn how they are specifically used in your organisation. A period of ‘shadowing’ a current employee is a good way for the employee to pick up the style of work you require, followed by short bursts of individual work leading up fully independent work. For further clarification, please call our Advice Service on 0844 892 2772

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