By Jayanti Bhattacharjee

The benefits of an induction programme:

Recruitment selection is a lengthy and costly process that organisations invest on to add into the core value of their business.  Therefore,  successful organisations takes the first few weeks of their new employees on the job very seriously, as this phase will either engage new employees and motivate them to continue or to leave. In fact it’s the first few days that creates the strongest impression. A poor first impression is very difficult to reverse. The key to achieving a positive impression is to create an organised, structured and informative new employee induction program.

The objective of an induction program:

• Is to ensure the new employee is set up to succeed in their new role. It is important to ensure they understand the organisation’s structure and its core values and policies.
• Job, department and company goals and objectives.
• All aspects of the employment relationship and available communication channels.
• Finally the layout of the work place and work station.

The transition to new employment is challenging. What requires to be conveyed is that it holds the posibility to be rewarding both for the employer and the new employees. Skilled professionals are used to performing their job without having to frequently ask for help. However,the first month may be particularly challenging when employees can place additional stress and pressure on themselves. Employers may alleviate this pressure by taking the employee through an induction program.

Benefits of an induction program:

• A professional impression of the company and management style is created
• The new employee feels welcome.
• Key stakeholders are met and accurate information is received by the new employee.
• Clear expectations are established to help employee performance.
• Employees are kept focused and feel engaged from day one.
• Good work habits are quickly installed.
• WH&S rules are comunicated to maintain safe and healthy workplace environment.

 

Workplace mentoring and its significance:

Mentoring programme yields desired benefits for an employer and sends an information to employees that they are valued and the organization wants them to be happy. Implementation and consistent management of the mentoring can make an organization an attractive place to work.

Types of mentoring programme:

A low-level approach may be, to ensure that a senior group customer is identified as a resource on specific projects or is available if an personnel needs to find counsel on an issue. A high-level approach may be to assign a mentor to every personnel and also have him monitor the employee’s progress over a given time period of time as nicely as give you counsel.

It is desirable to have a time frame for mentoring depending on the situation at work and employee requirements. However, it needs to be an ongoing arrangement for a given time.

Effects of mentoring:

Mentoring is unquestionably an efficient way to foster associations in the workplace. Successful mentoring paves the path both way for the flow of knowledge. A senior personnel may provide guidance to a junior personnel and the junior may also bring a clean perspective to existing aspects of the business. Once the practice is incorporated, employers will discover that mentoring pays for alone going forward.

Considerations that may be incorporated in Mentoring:

Instead of producing arbitrary choices in pairing up junior and senior employees, consider developing a questionnaire and distributing it to those who like to participate to get an indepth knowledge of what the participants desire to gain from their experience.