Induction...'Value Creation'.... Program

When an employee is hired, transferred or changes the role, the initial few days or weeks are pretty important to get inducted into an understanding phase which is mutual for both employee as well as the organization. Most places it is known as the Induction Program and within the organization functional blocks, it is part of HR’s remit.

In fact, it is not HR’s responsibility; rather it is every business leader’s responsibility within the organization.

These few days of Induction Program allow the employee to understand organization’s expectations from the role/position; organization processes, culture and value system. Similarly it is an opportunity for the organization to understand the potential of the employee, as each employee comes with unique background and potential.

To have an effective induction program, the organization needs to have three things in place.

Each Business Leader should own one or two new inductees; as their mentor and oversee daily progress of this process of understanding through a close interaction.

The program should be quantified and structured in a way that it provides bookmarks for the awareness around the subject areas e.g. process, people, values, service offerings, role expectations, customers etc. and also provides reference points for future guidance.

And the most important is measurement of the effectiveness through a formal feedback mechanism e.g. tests, presentations as well as informal feedback through one-on-one interactions.

Irrespective of the size and nature of business, Induction Program is an important activity; though scale of execution may differ and should not be treated as a routine transactional activity. Rather it should be treated as a strategic investment for obtaining higher return through unlocking potential of each new employee aligned to the vision of the organization.