I am often asked why we are so insistent on our Clients providing a quality company and/or site induction and training process with any new employees we place. Well it’s simple really, induction and ongoing training are both critically important to help new employees gain a better understanding of their job and give them some concrete guidelines on how to perform well in their new business workplace.
Further, both assist in establishing the expectations for the new employment relationship from day one, within this new working environment.
So how does Induction work?
A good induction process will help new employees settle in quickly and feel like part of the business. They will hopefully appreciate the support and whilst gaining an immediate understanding of your company’s culture and expectations of your workforce, so both parties will benefit from day one.
Remember first impressions last, so if you make the first days on the job a positive, informative and learning experience, it sets the ongoing standard expected of people working for your organisation.
What should a business provide any new employee?
A company who really cares about its people and their performances will also provide a full health and safety briefing to any new staff, highlighting all their OH & S expectations, evacuation plan, any hazards in the workplace and how to generally be safe from work place hazards.
Likewise how to manage and handle any associated tools required for a specific position and how this position interrelates with any other position within the company, with all OH &S issues explained.
Some other typical information may include such things as:
- Provide details of all safety or other equipment required for the job and train them how to use it correctly.
- Provide any safety or other equipment required for the job and train the employee how to use it correctly.
- Explain any hazards or risks that might occur when performing the task, and what to do if those risks occur.
- Give new employees the training and resources they need for the job. They will be more productive when they have the right skills, know what they are supposed to do and how their role affects the business as a whole.
- Let them know who to contact in case of absence or in particular any emergency.
- Clarify start times, finish times and the duration of breaks.
- Discuss any in-house policies and rules that apply to them or their job. Give them a written copy of those work rules or
- If they are commencing their first employment, you should also ensure they have been registered with Inland Revenue.
- Begin a personal file for all new employees to hold all relevant staff information, including C/T’s, qualification information and their employment contract is signed.
In summary, I think these sorts of support ensure the employee has had the necessary specific company knowledge provided to them, to allow them to add value to the business, ensuring their experience to do the job to their best endeavours, without causing harm to themselves or other people. If they do not have enough experience, then that’s about training and that’s a separate blog for another day.
So what else could a Company do?
If the employment is contingent on a probation or trial period, you should clarify the terms of the trial or probation period, the company’s expectations and any Key Performance Indicators involved and any support the employee will be offered during the period and when and how the review/feedback will be delivered.
Ensure they know who they directly report to and introduce them to all co-workers, supervisors and relevant people such as union delegates, health and safety representatives, fire wardens and first aid officers.
Many companies today will even assign a new employee a person as a buddy system to show that new person around and answer any questions and explain any benefit schemes, such as medical insurance or superannuation, and show the employee how to sign up for these.
One simple task is to regularly check that any new employee is comfortable in their work space. For example, check the chair and desk height, or do they have the correct equipment etc required for this job as expected.
Then finally, remember to touch base at the end of the first day to see if they have any questions after their first day’s experience. Then likewise continue to check with them again on a semi regular basis.
While it may be obvious to most, not everybody gets that having an effective induction process will absolutely help every new employee to get the very best results/outcomes for your company from day one.