4.3(b) Guidelines for induction
- Be prepared.
- What are the needs and objectives of the organisation and are they covered in the induction
- How much information can and should be included
- How long should the program be? (How long is the probationary period?)
- How much money is available for induction?
- How will induction be evaluated?
- Is there too much emphasis on paperwork & not enough about the organisation and the job role?
- When and how will you follow up the initial induction?
- Is the induction tailored to each individual?
- Are you meeting the needs of the organisation and the new recruit?
The use of a systematic approach (checklist) plus a booklet will assist the success of our program. A well planned orientation increases the probability that new recruits will remain with the organisation.
Break it into phases;
Step 1 – pre commencement
Step 2 – day 1 – 5
Step 3 – week 2
Step 4 – first month and beyond
Induction has legal implications for both employers and employees so provision for signatures at each stage should be included in the planning sheet.
Refer to the following websites for further information on Induction:
www.nrm.wa.gov.au/media/7137/induction_print.pdf
hr.curtin.edu.au/local/docs/Induction_Guidelines.pdf