Recruitment, Selection and Induction
Recruitment, Selection and Induction
An induction is vital to ensure a new employee settles into the organisation with ease. It is important to give basic health and safety training and fire escape procedures as well as introducing the new employee to the work culture and values of the organisation. This is an important part of the development between the relationship of the employer and employee. This part is very important as after a bad induction the employee may decide to leave if the organisation does not meet their expectations. Which is very costly as the time and money spent recruiting the new employee may be wasted.
Best practice is to have an induction checklist. Handing the employee a copy of the induction checklist benefits both employee and employer as it acts as a reminder to the employer to make sure all points are covered and the employee knows the agenda for the induction, can see a structure to the induction and can follow what is happening (See Appendix 1). This is a good guide for both employee and person conducting the induction. It gives the employer a guide/list of items to cover, and a document to refer to so that no parts are forgotten to be completed. It also serves the employee to show a structure to the induction program.
An induction should be carried out by a member of management within the organisation. This person should be confident talking to large groups of people. They should also have a wide knowledge of the organisation and its policies and procedures. This will enable the manager to answer any questions the new employees have about the new workplace. An icebreaker is a great way to introduce everyone in the group and put everyone at ease. The new employees may be very nervous, and may not know what to expect. Then a run through of what will happen throughout the course of the induction.
The manager should check understanding of the individuals frequently. To make sure the information being given is being taken in
An induction is vital to ensure a new employee settles into the organisation with ease. It is important to give basic health and safety training and fire escape procedures as well as introducing the new employee to the work culture and values of the organisation. This is an important part of the development between the relationship of the employer and employee. This part is very important as after a bad induction the employee may decide to leave if the organisation does not meet their expectations. Which is very costly as the time and money spent recruiting the new employee may be wasted.
Best practice is to have an induction checklist. Handing the employee a copy of the induction checklist benefits both employee and employer as it acts as a reminder to the employer to make sure all points are covered and the employee knows the agenda for the induction, can see a structure to the induction and can follow what is happening (See Appendix 1). This is a good guide for both employee and person conducting the induction. It gives the employer a guide/list of items to cover, and a document to refer to so that no parts are forgotten to be completed. It also serves the employee to show a structure to the induction program.
An induction should be carried out by a member of management within the organisation. This person should be confident talking to large groups of people. They should also have a wide knowledge of the organisation and its policies and procedures. This will enable the manager to answer any questions the new employees have about the new workplace. An icebreaker is a great way to introduce everyone in the group and put everyone at ease. The new employees may be very nervous, and may not know what to expect. Then a run through of what will happen throughout the course of the induction.
The manager should check understanding of the individuals frequently. To make sure the information being given is being taken in