Training and Induction at Romec

Introduction

Induction training is the process by which individuals are introduced to a company or organisation and familiarised with the relevant policies, procedures, and goals which should provide the individual with a clear understanding of the organisations culture and expected behaviours. Induction training can be both formal such as a documented company process, and informal for example a line manager or colleague providing advice or opinions on customers or suppliers. The aim of induction training is to help an individual to settle down quickly in a new company or job role and can last from a few hours to weeks depending on the organisation.

Induction in the workplace

Romec’s procedure for inducting a new employee lasts for twelve weeks. A document, ‘Induction Guide To Best Practice’ (appendix 1) is available on the intranet to help managers plan the induction of a new employee and tailor it to suit the individual depending on their role and knowledge of the company. However, the induction process starts before the individuals first day. The line manager should consider what equipment the employee will need, lap top, phone ect and arrange for these to be ready as well as an email address and usernames and passwords for any relevant systems. The employee will also receive a pack from HR prior to starting that includes:

• Welcome letter

• Copy of contract

• Staff handbook

• Induction tick sheet (appendix 2)

• AXA employee assistance information

On an employee’s first day, it expected that they are met by their line manager and have their first day induction. A standard ‘Induction Script’ (appendix 3) is provided by HR for line managers to follow to ensure policies and procedures are clearly explained to the new employ...

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...iours. Individuals can react differently when receiving feedback, but there are generally five stages,

• Denial – generally with negative feedback, but can also happen with positive feedback.

• Emotion – individuals may get angry or upset.

• Justification – individual try’s to provide reason for their behaviour or performance.

• Acceptance – individual starts to accept think about the feedback.

• Choice – individual needs to make a choice, accept and change or not.

Therefore when providing feedback it is important that it is constructive so that it motivates and encourages the individual. Even negative feedback, if delivered in the correct manner can be useful and encourage an individual to make a positive change. Whereas negative feedback delivered in an inappropriate manner can have the opposite effect to that desired in that it de-motivates the individual.