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4.3 Induction training 
Induction
is the process whereby a person is formally introduced and integrated into an organisation or 
system. 
4.3.1 The purposes of induction 
The purposes of induction are: 
(a) 
To help new recruits to get their bearings 
(b) 
To begin to socialise new recruits into the culture and norms of the team/organisation 
(c) 
To support recruits in beginning performance 
(d) 
To identify ongoing training and development needs 
(e) 
To avoid initial problems at the 'induction crisis' stage of the employment life cycle, when 
frustration, disorientation and disappointment may otherwise cause new recruits to leave the 
organisation prematurely 
4.3.2 The process of induction 
The immediate superior should commence the 
ongoing process of induction
. 
Step 1 
Pinpoint the areas that the recruit will have to learn about in order to start the job. 
Some things (such as detailed technical knowledge) may be identified as areas for later 
study or training. 
Step 2 
Introduce the recruit to the work premises and facilities, so they can get their bearings. 
Step 3 
Briefing by the HR Manager on relevant policies and procedures: conditions of 
employment, sickness and holiday absences, health and safety, and so on. 
Step 4 
Introduce the recruit to key people in the office: co-workers, health and safety officers, 
etc. One particular colleague may be assigned to recruits as a 
mentor
, to keep an eye 
on them, answer routine queries, 'show them the ropes'. 
Step 5 
Introduce work procedures. 
(a) 
Explain the nature of the job, and the goals of each task. 
(b) 
Explain hours of work. 
(c) 
Explain the structure of the department: to whom the recruit will report, to whom 
they can go with complaints or queries and so on. 
Step 6 
Plan and implement an appropriate training programme for whatever technical or practical 
knowledge is required. Again, the programme should have a clear schedule and set of 
goals so that the recruit has a sense of purpose, and so that the programme can be 
efficiently organised to fit in with the activities of the department. 
Step 7 
Monitor initial progress, as demonstrated by performance, as reported by the recruit's 
mentor, and as perceived by the recruit themselves. This is the beginning of an ongoing 
cycle of feedback, review, problem-solving and development planning. 
Note that induction is an 
ongoing process
, embracing mentoring, coaching, training, monitoring, and so 
on. It is not just a first day affair! After three months, six months or one year the performance of a new 
recruit should be formally appraised and discussed. Indeed, when the process of induction has been 
finished, a recruit should continue to receive periodic appraisals, just like every other employee in the 
organisation. 
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