Editor's message: Listen to XpertHR’s podcast on probationary periods to understand their purpose and the legal consequences that flow from them.
One common reason for voluntary resignations in the first few months of an employee’s appointment is down to a lack of a clear induction programme for the new employee.
Induction is not just about passing on important housekeeping-style information but involves helping new recruits adjust to the organisation and settle into the new job. It works best when it is not merely an ad hoc activity but, instead, comprises a comprehensive programme of events, designed to take place over a period of several weeks. We explain why in Employment law manual > Recruitment and selection > Induction.
An effective induction programme should cover a range of organisational areas, including generic information for all new starters on the organisation’s mission, business objectives and policies. It should include health and safety guidance and tailored information unique to the new starter’s role, for example the functions of the team and the key responsibilities of the job.
Jo Jacobs, HR practice editor
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Updated to include changes to the law on employing foreign nationals.
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Practical guidance on managing probationary periods, including the law relating to statutory rights and contractual terms during the probationary period, the effect of Przybylska v Modus Telecoms Ltd, extending probationary periods, and a model probationary period clause.
Good practice guidance identifying the steps that employers can take to establish an employee retention strategy. It covers the range of initiatives that can be developed to address staff turnover problems and improve retention rates.