HumanResources Management

COMPANY NAME

INDUCTION PROCEDURE

Introduction

The purpose of an induction procedure is to assist a new employee in the "settling down " process.

Starting a new job is a stressful experience, due to new situations and demands plus fears of
looking silly. During the settling - in period, a new employee is unlikely to be effective or fully
productive and may even leave if the feelings of unease are strong enough.

It is therefore worth spending time on effective induction, as real cost savings can be made on
avoidance of accidents caused through unfamiliarity, rapid achievement of full productivity and
avoidence of costs incurred in unneccesary recruitment to replace lost employees.

How to induct successfully

To achieve successful induction, a systematic plan should be followed. This is to enable records to
be kept and thus ensure that information is not missed out.

A check list of points to be included in induction is attached.

Although induction is of vital importance to new employees, anyone who is promoted or

transferred from one job to another should also be inducted.

In general, the aim of induction should be to convey a clear picture of the working of the
organisation.

The Personnel Department.

The Personnel Department will be the first calling place for new employees. The following
points will be covered : -

• A warm welcome to the Company. The Company and employing Department management
structure will be outlined and a brief description of the Company given.

• Employee Qualifications/ Training /Professional Registration details (as appropriate.) will be

confirmed and copies taken for personnel files.

• The importance of maintaining appropriate professional registration if required will be

emphasised and attention drawn to the contactual requirement to do so.

• The need for confidentiality regarding the Company will be highlighted.

• Pay scales and allowances, method of payment, holiday entitlements, hours of work, pension
scheme and trade union arrangements will be explained in detail.

• All relevant employment details will be be timeously forwarded to the Payroll Section.

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• Information will be given on the Absence policy and procedure, including method of reporting
absence.

• The Discipline and Grievance procedures will be fully explained and written copies of these
supplied.

• The Company Smoking policy will be detailed, including availability of assistance in stopping
smoking.

• Brief tour of building, including canteen facilities and introductions where appropriate.

• Occupational Health assessment carried out, with action taken as necessary.

• Ensure the new employee does not currently require any further information.

• Confirm induction details and complete induction form.

• Arrange escort to working location.

Employing Department.

A chosen representative (mentor) of the employing Department should conduct the new employee
from Personnel to the Department. The mentor should act as a guide to the new employee during
the allocated induction period.

The following points should be covered :

• Further detail on the Departmental structure should be given, supplying names of key
personnel.

• Introductions should be made to managers,other members of staff and patients with whom the
employee will be working. The aim should be to put faces to the names already given.

• A tour of the Department should be given, indicating the location of fire alarms, first aid
equipment, toilets and catering facilities.

• Specific job responsibilities should be explained, referring to the job description if necessary.

• Safety precautions should be emphasised.

• Procedures relating to personal accident reports should be explained.

• In general, the Department should avoid giving too much information in the first day. Vital
information must be emphasised but in general queries should be dealt with as they arise.

• The new employee should ideally be involved in some practical work during the first day.

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HumanResources Management

Follow - Up

It is important to follow up on the initial induction within the first few weeks.

• Employees should be asked how they are settling in and whether they require any additional
information.

• Views on the induction procedure should be sought and noted. Any comments should be related
in writing to the appropriate Department, so that changes may be made as required.

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HumanResources Management

INDUCTION CHECKLIST - PERSONNEL DEPARTMENT

_____
1) Management Structure / Company Literature / Confidentiality _____
_____
2) Notice of Engagement & Emergency Contacts _____
_____
3) Proof of Qualifications & Training _____
_____
4) Letter of Acceptance _____
_____
5) Salary Details _____
_____
6) Method of Salary Payment _____
_____
7) Banking Details _____
_____
8) Hours of Work _____
_____
9) Holiday Entitlement _____
_____
10) P45 / National Insurance Number _____
_____
11) Pension Scheme - Booklet & Form _____
_____
12) Absence Policy _____
_____
13) Discipline & Grievance _____
_____
14) Tour of Administration Building _____
_____
15) Fire / Health & Safety Procedures _____
_____
16) Referral to Occupational Health _____

I CONFIRM THAT THE ABOVE INDUCTION POINTS WERE FULLY EXPLAINED

AND THAT I UNDERSTAND THEM

Signed _______________________ Date__________________________

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HumanResources Management

INDUCTION PROCEDURE - DEPARTMENT CHECKLIST

_____
1) Department Structure & Function _____
_____
2) Staff Introductions _____
_____
3) Department Layout & Facilities _____
_____
4) Location of other Departments & Wards _____
& Working Relationships
_____
5) Working Procedures - _____
_____
6) Role of New Employee, including confidentiality need _____
_____
7) Hours of Work _____
_____
8) Absence Policy _____
_____
9) Security Procedures _____
_____
10) Fire / Health & Safety Procedures _____

I CONFIRM THAT THE ABOVE INDUCTION POINTS WERE FULLY EXPLAINED

AND THAT I UNDERSTAND THEM

Signed ____________________ Date ____________________

MITTAPALLY VENUGOPAL “Born To Succeed”