Adjusting to a new job can be an awkward and difficult process for everyone to get used to their new work environment and do their new tasks efficiently so it can highly frustrating for new employees if a company or organization doesn’t have any proper induction process to grasp all the information they need to help them in their jobs and to also understand the culture, policies, and rules of the workplace. It is no surprise that companies like this have a high turnover rate of new employees. If you want to retain your new employees, create a positive experience for them during their first few weeks and be more considerate to their adjustment period by creating an HR induction plan that you can use to guide your new employees. Read the article to know how to create an HR induction plan.

5+ HR Induction Plan Samples

1. HR Induction Plan Template

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2. HR Induction Employment Plan

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3. HR Induction Program Plan

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4. HR Manager Induction Plan

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5. HR Executive Induction Plan

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6. Sample HR Induction Plan

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Importance of the Induction Process

The induction process provides new employees the knowledge they need to know and understand in regards to their new employment. Furthermore, it serves to welcome new hires to the company and help them transition into their new role as they adjust to it. This will help new employees to increase their productivity and efficiency rate and lessen the knowledge gap on how the company operates that hinders them from doing their job well. The human resource team is the main person responsible for inducting the new employees to assimilate well into the company.

Details to Include in an HR Induction Plan

  1. Greet the new employees: To make them feel welcome, the new employees must be greeted by a designated person, an HR officer, to greet them on their first day of work and carry out the necessary personal information forms the new employees needed to fill out and to put in place all security arrangements.
  2. Orient them regarding the organization’s information: The HR officer must orient the employee regarding the organization’s structure, history, products, services, and other aspects of their business.
  3. Orient them about their job responsibilities: The officer must not only explain the responsibilities of the new employees in their positions, but also explain the functions of the departments where they belong, the expected key performance indicators, how these indicators are evaluated, and what responsibilities their colleagues do as well.
  4. Give them more details regarding their employment: The officer will also issue the employees a written statement of the main terms and conditions where they explain the salary pay, hours of work, holidays to be observed, sick and vacation leaves, and notice of termination.
  5. Explain to them the company rules: The officer will also provide the employees with the organization’s handbook where all the rules, policies, and procedures are written comprehensively and must be thoroughly explained to the new employees.
  6. Give more details about the security and safety aspects of the company: The officer must provide the workplace access cards, passwords, document authorizations to the new employees for them to access them. The employees will also be oriented regarding data protection and security protocols of the organization and sign a non-disclosure agreement to prevent any sensitive information from getting leaked.  The officer also needs to orient the health and safety protocols to help them assess the risks in the workplace to help mitigate those.
  7. Explain the benefits, and representation: The officer will expound on information regarding company benefits, such as private medical insurance, incentives, etc., and information regarding trade union recognition or membership procedures.
  8. Give a tour to see the layout of the workplace: The officer will give the new employees a tour of the various offices and facilities of the workplace and explain what type of work is being done there.
  9.  Conduct development training: This is the part where the head of the department where the new employees belong should give details regarding any training methods they will undergo to perform their job well.

FAQs

What are the benefits of the induction process?

There are a lot of benefits that a workplace induction can provide to both the company and their employees so they need to do this process. Some of the benefits include:

  • Efficiently assists new employees to transition and assimilate into the workplace
  • Save the employer time and money
  • Encourage employee retention
  • Help new employees understand company processes, policies, and procedures
  • Establish good communication between managers and new employees.

What are the three phases of induction?

The three phases of induction are:

  • Pre-induction: This happens before the new employee starts their work
  • Induction: This happens during the actual transition of the employee into the workplace
  • Post-induction: This happens during the adjustment period of the new employee in their work

How long do job inductions last?

The duration of a job induction depends on the type and size of an organization and the nature of the job that the new employee is working for. Its duration can last as short as 30 minutes or as long as one whole week.

Once you’re done writing the plan, it’s best to consult it with the rest of your colleagues and have the chairman of the organization or anyone in the management position approve of it before you can establish and implement for the induction plan to take place and use it as your basis for the induction process. Don’t forget to always review it for any errors and make sure your plan is flexible enough to get updated in the future. To help you get started making the contract, download our free sample templates above to use as your guide!

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