Good Induction Practice


Induction Training is absolutely vital for new starters.


Good induction training ensures new starters are retained, and then settled in quickly and happily to a productive role. Induction training is more than skills training. It's about the basics that seasoned employees all take for granted: what the shifts are; where the notice-board is; what's the routine for holidays, sickness; what's the dress code; where the toilets are.   New employees also need to understand the organisation's mission, goals, values and philosophy; personnel practices, health and safety rules, and of course the job they're required to do, with clear methods, timescales and expectations.


Induction training offers a wonderful early opportunity to establish clear foundations and expectations in terms of ethics, integrity, corporate social responsibility, and all the other converging concepts in this area that are the bedrock of all good modern responsible organisations.


Professionally organized and delivered induction training is your new employees' first proper impression of you and your organization, so it's also an excellent opportunity to reinforce their decision to come and work for you.


Proper induction training is increasingly a legal requirement. Employers have a formal duty to provide new employees with all relevant information and training relating to health and safety particularly.


As a manager for new employees it's your responsibility to ensure that induction training is properly planned. Even if head office or another 'centre' handles induction training - you must make sure it's planned and organised properly for your new starter.


It is good practice to issue an induction training plan to each new employee, before the new employee starts, and copy this  to everyone in the organisation who's involved in providing the training, so the new starter and everyone else involved can see what's happening and that everything is included. Creating and issuing a suitable induction plan for each new starter will help them do their job better and quicker, and with less dependence on your time in the future.


Employees who are not properly inducted need a lot more looking after, so failing to provide good induction training is an utterly false economy.


Ensure people are looked after properly and not left on their own to work things out unless you have a very specific purpose for doing so.


Induction training must include the following elements:


  • General training relating to the organisation, including values and philosophy as well as structure and history, etc.

  • Mandatory training relating to health and safety and other essential or legal areas.

  • Job training relating to the role that the new starter will be performing, including training on any phone or computer systems, case management systems, databases, etc.

  • Training evaluation, entailing confirmation of understanding, and feedback about the quality and response to the training.


Take the opportunity to involve your existing staff in the induction process. Have them create and deliver sessions, do demonstrations, accompany, and mentor the new starters wherever possible. This can be helpful and enjoyable for the existing staff members too, and many will find it rewarding and developmental for themselves. When involving others ensure delivery and coverage is managed and monitored properly.


Good induction training plans should feature a large element of contact with other staff for the new person. Relationships and contacts are the means by which organisations function, get things done, solve problems, provide excellent service, handle change and continually develop. Meeting and getting to know other people are essential aspects of the induction process. This is especially important for very senior people - don't assume they'll take care of this for themselves - help them to plan how to meet and get to know all the relevant people inside and outside the organisation as soon as possible.


Speak to Margaret Desir LL.B (Hons); Assoc CIPD

Head of Legal Talent & Resourcing

Tel: +44 (0)1234 303821     Email:





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