Understanding Induction and Coaching of New Employees Essay

Our induction proces usually lasts for about 3 months for all new staff and can be extended for a further 3 months if necessary.this allows new staff time to show that they can reach the expected standards for them.

Proper induction training is increasingly a legal requirement. Employers have a formal duty to provide new employees with all relevant information and training relating to health and safety particularly. Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities.

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.

Analyze the role of the induction process in supporting others to understand the values, principles and agreed ways of working within a work setting

4. You have been promoted. You now need to recruit a staff member to fulfil the role you

Through induction, each single member of staff learns and understand about the roles and position of the other colleagues. New colleagues can learn from the other team members who are more experienced. I encourage sharing of knowledge and skills by coaching, mentoring and helping less experienced colleagues, so they can become confident and fully capable to handle their practices better.

The purpose of an induction is essentially to introduce a new employee to the organisation, and to help them become effective in their new role as quickly as possible. Inductions often include new starters gaining an understanding of what is expected of them in their role, their responsibilities, and the organisation’s culture, this benefits the employee as they have a greater understanding of their job and have an opportunity to ask any questions. The organisation is benefited also as it allows them to make sure there is no misunderstanding at the very beginning of the employees contract.

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

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

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.

Lastly, employees like every other person seek recognition and appreciation. Therefore, they should be appreciated when they perform exuberantly in their jobs. One needs to clearly convey how an employee’s performance contributed to organizational results. By appreciating them, you are motivating them to do better. Monetary rewards in the form of year-end bonuses are also always a great way to improve the morale of the employees. I believe, that Mr.Hussey after considering the above motivational factors, should then take the final decision, as to how the work could be performed in the best possible manner.

The process of induction in our organizations is poor and unsatisfactory which needs to change and for that we will amend the induction policy. It’s a huge project and it will require continuous input from different individuals for the best results.

Induction training is the process by which individuals are introduced to a company or organisation and familiarised with the relevant policies, procedures, and goals which should provide the individual with a clear understanding of the organisations culture and expected behaviours. Induction training can be both formal such as a documented company process, and informal for example a line manager or colleague providing advice or opinions on customers or suppliers. The aim of induction training is to help an individual to settle down quickly in a new company or job role and can last from a few hours to weeks depending on the organisation.

The organisation’s intensive induction and onboarding programme has helped attract and retain the best talent.