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One of the problems that most organizations have to deal with is employee retention. Very often HR managers are faced with employees leaving an organization on an average of six months after joining. While the reasons for this may be varied, research has shown that employees leave mainly because they do not understand their role in the organization and have been unable to integrate themselves. This issue can be resolved through a well planned induction and training program. The purpose of an induction program is not just to train a person but also effectively establish them in the department and team. A good induction program should cover all bases; to plan one seek answers to the following questions:

What should it cover?

Good induction program leaves he employee with few doubts or queries regarding his job and the organization. Introduce the company and its work culture, explain where the new employee fits into the company hierarchy, introduce colleagues, clarity hours of work, overtime and leave policies as well as amenities like canteen and washroom areas. The induction program should not be static and will need revision and time tuning based on employee feedback.

Who should do it?

The initial induction is primarily carried out by a manager from personnel, who can acquaint the new employee about the company and its policies. The actual job orientation should be done by a supervisor or senior colleague in the employer’s department. It is best to assign a buddy to the new employee who can show him the ropes in the first few months.

How long should it last? The duration of the induction program depends on the organization and the position of the new employee. Most induction programs take about a week. However the training can go well up to a month or three. The essential thing to remember is not to create ‘information overload’. If possible some background information about the company can be given to the employee even before s/he is scheduled to join.

How does it benefit?

A good induction program benefits both the employee and the organization. The employee is given a sense of belonging and purpose at the very outset. S/he is clear about the job requirements and responsibilities and is able to perform better. For the company it translates into lower employee turnover and high morale.

How to update the induction program?

A good induction program necessitates that it be regularly updated. The best way of doing his is through feedback from the new employees who have gone through the program. Employees may have queries during the induction which can be answered and integrated into the program. Even those leavening the organization can provide inputs during exit interviews and are likely to be more honest in their evaluation. The best gauge of the success of a program is of course when there is a drop in the rate of employee attrition.

Induction and training is a powerful tool that shows that new recruits that the company cares to make them feel comfortable from day one. It ensures loyalty and commitment to the company and sets up both the employee and employer for success.

Induction also called Orientation is designed to provide new employees with the information needed to function comfortably and effectively in the organization. Typically, socialization conveys three types of information: (1) general information about the daily work routine; (2) a review of the organization’s history, purpose operations and products or services, as well as a sense of how the employee’s job contributes to the organization’s needs and (3) a detailed presentation (perhaps in a brochure) of the organization’s policies, work rules, and employee benefits.

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