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Updating author: Lynda Macdonald
On this page:
Summary
Future
developments
Key references
The content of the induction
programme
Implications of
the Bribery Act 2010
Probationary
periods
Equal opportunities
in induction
Part-time
employees
Summary
Having concluded the processes of interview, selection and job
offer, the issue of the new employee's induction to the company should be given
careful attention. A thorough induction to the organisation, the
department, the job and the people the new employee will work alongside is
essential if the person is to become an effective and motivated member of the
team.
- Induction should not be a brief one-off event that takes up only the first
day of the new employee's employment, but should instead be designed to last
over a period of several weeks. (See The content of the induction
programme)
- Induction programmes should provide standard information about the
structure of the organisation, business objectives, the function of the
department, the purpose and key responsibilities of the job, standards of
performance that are required and all policies, procedures and
rules. (See The content
of the induction programme)
- The induction process should as a minimum include introductions to the
company, the workplace, the people, the job, health and safety requirements,
terms and conditions of employment and the office environment. (See The content of the induction
programme)
- Where employees have been recruited to a position that may be vulnerable
to bribery risks, the induction programme should be tailored
accordingly. (See Implications of the Bribery Act
2010)
- It is usually of benefit to employer and employee alike to stipulate a
probationary period for the new employee at the end of which a review is
carried out. (See Probationary
periods)
- Probationary periods have no meaning in law as any qualifying period
required for rights and entitlements in employment starts to run from the date
employment commenced. (See Probationary
periods)
- In carrying out induction, it is important to ensure that no employee is
placed at a disadvantage because of his or her gender, gender reassignment,
marriage or civil partnership status, pregnancy, race, religion or belief,
sexual orientation, age or disability. (See Equal opportunities in induction)
- The Equality Act 2010 permits employers to offer training specifically to
employees with particular needs, eg language training for people from a
minority racial group. (See Equal opportunities in induction)
- Under the Equality Act 2010, employers are required to make reasonable
adjustments to any provision, criterion or practice that they apply and to any
physical feature of their premises in order to accommodate the needs of
disabled employees so as to help them overcome any disadvantage which their
disability would otherwise cause them, and this would include adjustments to
the induction programme and methods of delivery. (See Equal opportunities in induction)
- Part-time employees should be afforded the opportunity to undergo a full
induction training programme because under the Part-time Workers Regulations
2000, part-time workers must not be excluded from training on account of their
part-time status. (See Part-time
employees)
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Future developments
There are no future developments.
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The content of the induction
programme
Starting a new job is inevitably a stressful experience and the
new employee will need support to help settle in. |