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77 views21 pagesInduction Process for New Employees
The document outlines the induction process for new employees, detailing both general and specific induction steps. It includes information on company policies, job responsibilities, safety regulations, and the importance of socialization within the organization. Additionally, it emphasizes the benefits of a well-structured induction program and the potential consequences of a poorly planned one.
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0% found this document useful (0 votes)
77 views21 pagesInduction Process for New Employees
The document outlines the induction process for new employees, detailing both general and specific induction steps. It includes information on company policies, job responsibilities, safety regulations, and the importance of socialization within the organization. Additionally, it emphasizes the benefits of a well-structured induction program and the potential consequences of a poorly planned one.
Uploaded by
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Tipos de Inducción
Induction
General
General information,
productive process and
the general policies
of the organization.
• Socialization: Employee starts to
understand and accept values, norms
and convictions of the organization.
• Induction: The company is presented to the
new employees, help to integrate into
work environment, the position and a
productive beginning.
• Company tour.
Step by step of the
general induction
Step 1:
Talk to him about you General policies
company from the company
How did it start? Schedule.
Day, place, and time of payment.
Who makes it up?
What are the objectives and What should be done when not
company goals? one attends work.
What type of company is it? Safety regulations.
Service areas for the
personal.
Internal Work Regulations.
Recreational activities of the
company.
Step 1:
Location of
Presentations employee in his
job position
With the supervisor or boss Job objective.
direct Tasks under the responsibility of
With the companions of employee.
work. ¿Cómo esperas que el
With the subordinates, in their employee performs his/her
case. work?
Other positions with which
has relation.
Step 2: Delivery of Important documents that must
Material hand over to the new employee
Welcome manual.
Stories of the company.
Company organizational chart, location within
the organization, levels of authority and
collaborators.
Employment contract.
Description of your position and functions
Internal Work Regulations
Directory of telephone extensions of the
company
Safety instructions.
Other points of interest that considers the
company.
Step 3: Tour through all the
areas
• The different departments
• Emergency exits and routes of
evacuation.
• Danger or restricted areas.
• Rest areas.
• Recreational areas in times of
rest.
Evaluation
• Observe the worker with a view to correcting and
improve deficiencies and formulate new ones
plans to achieve the objectives.
• Periodic adjustment interviews
exchange opinions with the employee
clarify doubts, commitment to objectives
and to know your opinion regarding the company,
What doubts do you have and how do you feel?
Induction
Specific
Orientation al
worker about
specific aspects and
relevant to the trade to
to perform
Brief information about how it will be
trained in their trade, the responsible one and the objectives
of the plan.
2. Specific structure (organizational chart), and location of
his position and all the people he should
interact
3. Flowchart of generation or production of the
products and by-products or services, the
machineries, equipment, facilities, tools and
available materials. If possible, make a
tour of the workplace.
4. The incidence that the area has in which
will work in relation to everything else of the
process, who are the internal clients and
externals with which it will have relationships.
5. The functions manual for the position to
develop, including its location within the
organizational chart and the production process, its
relationships and interactions with other areas and
dependencies, the contingency plans, the
procedures to obtain help from
third parties, etc.
6. The production shift system, the
rotations and permissions, work schedules,
nutrition, breaks, permissions for
to be absent from work, what is the
shift rotation system, etc.
7. It is essential for people to be aware of the
risks to which they will be subjected while
they perform their functions and the measures of
controls implemented in the company
to keep them at low levels
dangerousness
8. The standards or norms of
security by profession
9. The obligations and rights of
employer and the worker in the field
of occupational health.
10. Mechanism and process for the
work clothing provision: use of the
wardrobes or dressers, and the
regulation and procedures
established for their use.
11. Personal protective equipment
required in the section.
12. Performance standards and
evaluation and control mechanisms.
13. Compañeros de trabajo.
Evaluation
• Observe the worker with the aim of correcting and
improve deficiencies and formulate new plans
to achieve the objectives.
• Periodic adjustment interviews
exchange opinions with the employee, clarify
doubts, commitment to the objectives and knowledge
your opinion regarding the company, what doubts
has and how it feels.
Follow-up and
feedback
Performance evaluations.
•Adjustment interviews provide
follow-up on the induction process,
formulation of goals and objectives of
areas and the employees and they are the foundations
in future evaluations of
performance.
Benefits of a good program of
induction
Fewer mistakes and Reduction of Mayor Reduction of
a better number of security of lost time
understanding of dismissals or new so that your
what is actions employee for adjust it to be
wait del corrective. overcome your faster
employee: fears possible.
improvement regarding the
to the service new position and
client. the company.
A poorly planned induction can
convert quickly to a
employee carefully
recruited and selected, in a
rotation statistics. This
it implies more work for you
organization since it will be
necessary to start again
the entire recruitment process,
selection and recruitment.
Activity:
1. Create and design a checklist to validate that the topics of the
general and specific induction is provided to all employees
new ones that enter the company
