The aim of an induction is to introduce a new recruit to the organisation. It should make the new recruit aware of all aspects of the organisation so that they can represent the organization appropriately. The induction will significantly affect how much an individual feels valued by the organisation.
Whether new staff members already know a lot about the organisation or very little, it is important that all new staff members have an induction. People who feel they already know the organisation may only know about certain areas of its work. The induction should be the same for all members of staff. It is recommended that people attend an induction within one or two months of the start of their employment. If a number of new staff members join the organisation within a two-month period, it can be helpful for them to go through induction together. This uses time efficiently and can enable new recruits to get to know other staff from around the organisation. These personal linkages between departments can be beneficial to the organisation in the longterm because good communication can enhance an organisation’s performance.
Content of inductionTHE ORGANISATION’S HISTORY – key information about the organisation, including how it was founded, key events in the organisation’s history, how many people it employs, its annual income and how it is governed.
THE ORGANISATION’S WORK – the organisation’s vision, values and purpose, and the kinds of projects that it carries out.
Child protection. All organisations should have a child protection policy in order to protect children from abuse by staff and to help to protect staff from false claims of abuse.
Benefits. While salaries will differ according to the role, benefits should be the same for all staff members on an employment contract. These benefits might include paid annual leave, and medical schemes. They should be outlined in the staff handbook or contract.
Grievance and disciplinary procedures. A grievance procedure ensures that members of staff have a formal way of making a complaint, such as about the way they are treated by another member of staff. A disciplinary procedure enables the organisation to take action when someone’s conduct or performance is viewed as unacceptable. For more details, see Section 6.
Standards that the organisation recognises such as those addressing safety, environmental, gender or legal issues.Health and safety. Staff members should be made aware of health and safety procedures. For example, they should know what to do in the case of a fire or other emergency. They should know which staff members can provide first aid. The organisation should seek to protect staff from harm as they carry out their roles, such as giving advice about carrying heavy items, using computer equipment and driving the organisation’s vehicles.
Organisational policies, such as an HIV and AIDS workplace policy, a gender policy or an environment policy.Staff development. New members of staff should be informed about opportunities for learning. By providing learning opportunities, the organisation can improve staff performance and motivate staff.
These themes, topics and policies are likely to be outlined in detail in the staff handbook (see Section 3). The induction can therefore provide a good opportunity to distribute a copy of the staff handbook, which can be referred to during relevant sessions.
Induction packIt can be helpful to put together an induction pack which contains information to support the induction sessions. Some presenters may refer to the induction pack during their session. Once the induction is over, staff members can refer to the induction pack when necessary.
QUESTIONS TO ASK YOURSELF WHEN RUNNING THE HR DEPARTMENT OF AN ORGANIZATION:
