Introducing your new employees to the company is one the key steps to having an engaged workforce. The purpose of this session is to raise the importance of induction in acclimatising employees to an organisation and show you how you can evaluate your existing onboarding and induction processes. Elrona will showcase various approaches to creating an induction programme that is suitable to the Middle East’s multicultural organisation s while maintaining local considerations. You will see the benefits of aligning induction with organisation culture and business and how to engage with line managers by promoting the value added to all stakeholders. Elrona D’Souza, Associate Consultant, PeopleFirst

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