Having expended considerable time and money on the process of recruiting and selecting a new staff member, it is sensible to devote some effort to ensure that their assimilation into the company is managed in such a way that they adapt to the culture and working environment.

An induction period for new employees is time well spent. This is a structured process to ensure that new staff members learn about the company’s history, work style, values, and philosophy, as well as their particular role in the company and what is expected of them.

Induction

• Serves several purposes and should cover the job description and the team, departmental, and corporate overview.

• Ensures that the employee understands the employer’s expectations of them.
• Relays information regarding company values, beliefs, rules, and sanctions, etc. 
• Relays details of Terms and Conditions of Service and other day-to-day operational procedures.

Expectations
Employers should ensure that all employees understand what is expected of them and what they can expect from the employer during the course of their employment. The company structure should be shared so that staff knows how the company is structured and how each person fits into the organisation. Some of these expectations could be described as rights and responsibilities of the employee.

Rights and Responsibilities
As individuals we each have rights and responsibilities which govern our behaviour as good citizens. These rights and responsibilities also extend to the workplace and determines some of the conditions under which we will work. Some of these are listed below, and is not an exhaustive list.

• Work hours
• Reporting and accountability
• Salary and benefits
• Leave entitlements, including sickness, holiday, bereavement and special leave
• Disciplinary procedures
• Probationary periods 

Information regarding company policy in each case should be shared with the employee so that they can comply and carry out their duties effectively.

Policies and Procedures
These should be shared with employees during induction and throughout their employment, so that they have a reference point for how they are expected to perform. This ensures that new employees are taught to follow the established procedures and do not rely on word of mouth or adopt inaccurate methods of performance and behaviour.

Formal and Informal Values Sharing
In all organisations there is a formal and an informal culture. Values, beliefs and practices should be relayed to new employees both formally and informally. The key here is to ensure that the informal mirrors the formal as closely as possible so that new employees adopt the practices that are most useful to ensure the effective performance of their duties.

Appraisals
Regular appraisals should be held with the new employee to give them feedback on their performance. This will provide an opportunity for them to improve in areas where they are weak and affirm and raise their morale in areas where they are effective.  This is especially useful during the probationary period, as it gives the employee an opportunity to learn if they are meeting expected standards of performance and to make necessary adjustments.

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