Induction

Objective: A successful employee induction process provides a

chance for organizations to easily sell themselves to new employees. If
done correctly, it can significantly increase the retention of staff and
reduce the time it takes for a new employee to settle into their new work
environment.

Sandvik Asia Induction process can lead to happier employees, and

hence increase the productivity of a firm.

Research Methodology: Induction training is a form of

introducing employees to their new place of work. The program should
be part of organization’s overall planning process, and it should be in
line with the goals and objectives of the organization. Organizations
must have proven strategies in place to make the process as smooth as
possible when new employees join the company.

Some of the goals of a typical induction training process include:

· Creating a positive atmosphere
· Addressing any new job concerns
· Increasing comfort and the feeling of belonging
· Increasing knowledge of the organization as well as its procedures
and policies
· Sharing the values of the organization and any job-specific
information

The difference between small and large organizations is that in small

organizations, the responsibility of carrying out the induction
training will usually rest with one person. In large organizations, on the
other hand, the responsibility is usually shared between managers,
supervisors, and human resources.
The Benefits of Induction Training
Research conducted by Digicast shows that companies which fail to
conduct proper inductions risk losing new employees at a faster
rate. About 25% of new employees decide to leave their new firm
within the first week, and by the third month, this rate increases to 47%.
Let’s face it, first impressions do matter. This is why the induction
training should ensure that the new employees who want to be
integrated within the organization know about the specific tasks they
will be doing within the organization.

The person conducting the induction process should be very

knowledgeable about the organization to successfully integrate new
employees into the firm.

Induction enables new recruits to become productive as quickly as

possible. Many companies have discovered that the cost of not training
is higher than the cost of training, and hence there is a higher risk in
choosing not to train new employees into the business.
Another advantage of induction is the fact that it can simply be brief
and informative.

As a result, businesses will be able to save time and money on planning

and conducting the training while supplying fundamental information
to new employees. It also helps to provide new employees with a
professional impression of the company as well as educate them about
company’s aims and objectives.

How to Improve the Induction Process

While it is important for companies to conduct induction training for
their new employees, it is equally important to make the whole process
smooth and memorable.

Here are some questions that firms can ask themselves prior to
conducting the induction:
· Is it possible to send the induction plan to the new employees before
the first week of reporting?
· What do the new employees need to know to feel comfortable and
confident?
· What impression does the company want to give?
· What policies and procedures do the new employees need to be aware
of?
· Is there a way the new employees can meet their co-workers?
During the employee induction process, the trainer must use a lot of
visuals, and try to avoid text based training. This is because human
beings are much more likely to remember the images rather than text.
It is also important to tell stories which provide an emotional
connection to information.
One has to remember to use positive language and tell people what they
can do rather than what they can’t do. The trainers should consider
involving senior management, so that the trainees get to see the people
behind the scenes of the company.
The trainer has to remember to answer as many why questions as
possible, so that new hires understand why the companies require them
to do things in a particular way.

To make the training even better, one can include participative learning
methods by asking the questions and relating those questions to
learners’ personal experiences. It is also a good idea to use assessments
to improve content recall and retention. Additionally, the trainer must
communicate the core values of the organization.
Now, let’s take a look at some ways to improve the employee induction
process:

Administrative Must Haves

These may include details like health and safety, first aid, pay, fire
procedures, and company policies. In procedures, one can stress on
absence reporting, time off requests, and policies on grievances and
discipline.

Even though this section has a lot of details, it is not necessary to

inundate all these details in one training. Instead, policies and
procedures can be attached as a downloadable resource pack, which the
employees can access at any time that’s convenient for them.
An Introduction to the Mission, Goals, and Values of the Company
Introducing new employees to the mission, goals, and values of the
company is one of the most important parts of the employee induction
process as it provides the reasons why the company exists, where it has
come from, and where it is headed.
This section communicates the dreams of the company. Knowing the
mission, goals, and values of the organization improves the
engagement of staff and sets out expectations in terms of performance,
culture and shared values.
Introduction to Other Staff Members
It is important to introduce the new employees to other staff members
and let them know what they do. If the company is big, then new
employees can just be introduced to group leaders. Supervisors can also
write a welcoming email to everyone in the organization letting the
whole company know the role of the new employee.
Meetings with Relevant Department Heads
While an employee will get to know their first line manager and team
members within the first week of reporting, it is also important for them
to get to understand what other departments do, and who leads those
departments. By including a short description of each department, the
staff induction training will help people become acclimated to the new
culture and organization quickly.
A Plan for the First Week
One of the most effective ways to introduce new employees to the
organization is to give them a plan for the first week in their new
role. Setting out expectations early allows new employees to ask
questions that may help them prepare for work, and plan for subsequent
weeks.
Whenever possible, trainers should add fun induction activities to the
plan. Some examples of corporate induction ideas include:
· Encouraging social interaction with the team through various social
media channels
· Offering a meaningful gift that represents corporate culture
· Inviting new employees to lunch for an informal “meet and greet”
with other team members and management
Parting Thoughts – Importance of Induction Training
As you can see, setting up a successful employee induction program is
the first step towards welcoming new employees and gaining their
commitment.

New hires are expensive resources, so HR must ensure that the

induction program for new employees will help them achieve the
standard performance levels quickly by providing training, mentoring,
and offering regular feedback during the induction period.
While preparation plays an important role, it is equally important to
make sure that the information in the induction training is regularly
reviewed and updated. That way the training will always be relevant
and applicable to new employees.

Company Profile: Sandvik Coromant is a Swedish company that

supplies cutting tools and services to the metal cutting industry.
Sandvik Coromant is headquartered in Sandviken, Sweden and is
represented in more than 130 countries with some 8,000 employees. It
is part of the business area of Sandvik Machining Solutions,which is
within the global industrial group Sandvik. (In 2012, Sandvik was
named #58 on Forbes’ “The World’s Most Innovative Companies”
list.) The company began as a small, production unit for cemented
carbide tools in Sandviken, Sweden when Wilhelm Haglund was
assigned the job as manager of the unit in 1942. However, new
innovations and manufacturing methods led to the establishment of a
more industrialized unit in Gimo, Sweden in 1951. Today, Sandvik
Coromant is a global company with production facilities connected
worldwide to three distribution centers in the US, Europe and Asia.
Sandvik Coromant invests extensively in R&D and has fully equipped
research and development centers around the globe. Each of these
Application Centers has a unique R&D focus on specific industry
segments including aerospace, automotive, die & mold, and deep hole
machining. In addition, Sandvik Coromant has worldwide R&D
centers, nine product development centers and advanced centers for
engineered solutions.

Training of Safety Programme:

The management of this organization is committed to providing
employees with a safe and healthful workplace. It is the policy of this
organization that employees report unsafe conditions and do not
perform work tasks if the work is considered unsafe. Employees must
report all accidents, injuries, and unsafe conditions to their supervisors.
No such report will result in retaliation, penalty, or other disincentive.
Employee recommendations to improve safety and health conditions
will be given thorough consideration by our management team.
Management will give top priority to and provide the financial
resources for the correction of unsafe conditions. Similarly,
management will take disciplinary action against an employee who
willfully or repeatedly violates workplace safety rules. This action may
include verbal or written reprimands and may ultimately result in
termination of employment.

Safety Committee Organization A safety committee has been

established as a management tool to recommend improvements to our
workplace safety program and to identify corrective measures needed
to eliminate or control recognized safety and health hazards. The safety
committee employer representatives will not exceed the amount of
employee representatives. Responsibilities The safety committee will
be responsible for assisting management in communicating procedures
for evaluating the effectiveness of control measures used to protect
employees from safety and health hazards in the workplace. The safety
committee will be responsible for assisting management in reviewing
and updating workplace safety rules based on accident investigation
findings, any inspection findings, and employee reports of unsafe
conditions or work practices; and accepting and addressing anonymous
complaints and suggestions from employees.

The safety committee will be responsible for assisting management in

updating the workplace safety program by evaluating employee injury
and accident records, identifying trends and patterns, and formulating
corrective measures to prevent recurrence. The safety committee will
be responsible for assisting management in evaluating employee
accident and illness prevention programs, and promoting safety and
health awareness and co-worker participation through continuous
improvements to the workplace safety program.

Safety committee members will participate in safety training and be

responsible for assisting management in monitoring workplace safety
education and training to ensure that it is in place, that it is effective,
and that it is documented. Management will provide written responses
to safety committee written recommendations. Meetings Safety
committee meetings are held quarterly and more often if needed and
each committee member will be compensated at his or her hourly wage
when engaged in safety committee activities . Management will post
the minutes of each meeting in a conspicuous place and the minutes
will be available to all employees. All safety committee records will be
maintained for not less than three calendar years.