O35 Managing Induction perfect copy

The induction period reduces some of the stress that people encounter when starting a new job and as such it is an effective way to welcome new members of staff to your organisation. It introduces new members of staff to the existing staff, as well as being a time for existing staff to meet their new colleagues. It is also a time when you can identify the strengths of each new staff member, and the priorities for their future development.

It is useful to start with an WHS Induction Policy, a Procedure outlining how induction will be implemented within the organisation, and a Checklist for Managers/ Supervisors to use during the Induction Process.

As part of taking an active role in the recruitment process I also complete a one day training room based induction with all new starters. The induction day I devised myself and put a power point presentation together. On this day I cover codes of practice minimum standards professional boundries, Ethos of supported living, Policies and proceedures, Journal and incident writing and also information on The Regard Partnership. The regional director for Wales sat in on my first induction and gave positive feedback on the induction. Also after the induction all staff fill out evaluation forms, All of which have been extremely positive.

Through the review process of induction it is discussed with myself and the individual, what previous qualifications they have and, work or life experiences they have which can assist in their knowledge, which method they found easier to learn from, what areas they have found straightforward and difficult from there. Dependent upon their qualifications and experience we look upon what the inductee could input onto the care of the individuals we support and what could be done differently. The inductee

There are many different methods that can be used to support the induction process for practitioners and some of these are as follows:

There are many factors involved in an induction session which include aspects such as belief, relaxation, compliance, imagination and selective attention. In order to be able to demonstrate whether personalising an induction is always more effective I will need to discuss the different types of modalities, induction styles and the methods used in which to tailor a screed to meet the particular needs of the client.

“A Personalised Induction will always be more effective”. Discuss. Base your answer on theoretical concepts and techniques presented in class.

In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization

When a new employee starts with a new company, there are several internal and external factors that can affect the employment relationship. An internal factor could be training. If an employee does not get sufficient training or the training that they may have been promised at the start of employment

* Development of an induction program to welcome new employees and introduce them to our organisation

There is a large supply and demand for employees in the care sector. Being able to anticipate the need for staff plays a large part in how a company approaches recruitment. To attract new talent, an organisation may decide to include training as part of the induction process or alternatively, may seek to recruit from European countries to meet the high demand of staff required.

Induction training is training given to new employees. The purpose of the induction training (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. It is important to give a new employee a good impression on the first day of work. However, the induction programme should not end there. It is also important to have a systematic induction programme, spread out over several days, to cover all the aspects in the shortest effective time. The advantages of induction training are that they are cost-effective and to have the opportunity to learn whilst doing training alongside real colleagues. The disadvantages of induction

Within a childcare setting, providers must ensure that all the staff receives induction training to help them build their understanding on their roles

From the employer’s aspect, the more comfortable and confident the employee is, the more effective they are going to be in their new position, and sooner. From the employee’s stand point, the faster they understand what is expected of them, the quicker they will become effective and the more comfortable and confident they will feel. Employees need to understand not only the specifics for their position, but the overall mission of the firm. Onboarding should help maximize success and be a positive experience for all involved.

| The benefits of employing permanent employees are that they can be part of the business for a long time thus providing specialist knowledge and can progress with learning and development. The employer has full work control over permanent employees. Retention can prove beneficial to the budget of the organisation as substantial recruitment costs can be avoided. They are entitled to full employment rights and therefore dismissing permanent employees can be very time consuming and costly.