Recruitment, Selection And Induction

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Recruitment, Selection and Induction An induction is vital to ensure a new employee settles into the organisation with ease. It is important to give basic health and safety training and fire escape procedures as well as introducing the new employee to the work culture and values of the organisation. This is an important part of the development between the relationship of the employer and employee. This part is very important as after a bad induction the employee may decide to leave if the organisation does not meet their expectations.

Which is very costly as the time and money spent recruiting the new employee may be wasted. Best practice is to have an induction checklist. Handing the employee a copy of the induction checklist benefits both employee and employer as it acts as a reminder to the employer to make sure all points are covered and the employee knows the agenda for the induction, can see a structure to the induction and can follow what is happening (See Appendix 1). This is a good guide for both employee and person conducting the induction.

It gives the employer a guide/list of items to cover, and a document to refer to so that no parts are forgotten to be completed. It also serves the employee to show a structure to the induction program. An induction should be carried out by a member of management within the organisation. This person should be confident talking to large groups of people. They should also have a wide knowledge of the organisation and its policies and procedures. This will enable the manager to answer any questions the new employees have about the new workplace.

An icebreaker is a great way to introduce everyone in the group and put everyone at ease. The new employees may be very nervous, and may not know what to expect. Then a run through of what will happen throughout the course of the induction. The manager should check understanding of the individuals frequently. To make sure the information being given is being taken in by the employees. They should also get regular breaks to maintain concentration levels. It would be beneficial to have a senior member of staff or management form the Human Resource department attend either part or all of the induction.

This way information relating to employment policies and procedures (e. g. The grievance and disciplinary policies) can be relayed to the new employees from the experts. Shop stewards from the trade union should be informed of any inductions taking place. So they may attend and talk to the new employee(s) about the benefits of joining the union, how much it costs and how to join. When completing an induction a few items will be needed. It is good idea to have a list of items that can be gathered together before the induction to show the organisation is prepared and organised.

Have the new employees written statement of employment particulars/contract of employment; the employee can then ask any questions they may have about their new contract to the Human Resource manager/member of staff. The employee’s new security pass/code to get into the staff areas. Most employers have a handbook detailing what is unfeasible to put in every contract. Such as detailed policies, dress code, break entitlement etc. Hand this to the employee, so they can take home and refer to. Once the employee has completed the basic health and safety training, give the employee a copy to take home.

A questionnaire on the health and safety training is a good method to check the understanding of the new staff and a chance to look over correct any mistakes. The induction process is long and giving the employee a spare copy of vital information is the best way to ensure that any information that hasn’t sunk in over the course of the day, this way the employee can have a look over the information at home. The employees should be introduced to the appraisal process during the induction. There may be differences in the appraisal process for staff and managers.

Managers will probably be performance managed. And, therefore measured on key performance indicators. Their pay increase, promotion and job level may depend on meeting and exceeding these KPI’s. The employees should be told when they are likely to receive their first appraisal and subsequent ones after that. The manager should be spending time with new employees for the first few days to ensure they are settling in well and are performing in their new role. However a formal appraisal should be carried out with every new employee after a period of 4 weeks after starting a new role and then after 12 weeks.

Then 1 formal appraisal a year. However there should be constant reviewing of performance and coaching if need be. So that things don’t get stored up for an annual review. In most cases ‘nipping it in the bud’ is a good way to correct unwanted behaviours, so things do not get out of hand. The manager should also be introduced to the formal appraisal process; timescales of reviews will be similar however more interim reviews will be scheduled for underperformers to get KPI’s back on track. A buddy system should be used to ensure new employees are settled in quickly.

Pairing up a new employee with one that is trusted and confident in their role. This will allow bonds to form between employees and create a support network. So, new employees can go to their buddy with any questions, and the buddy can point them in the right direction. The induction must comply with the current employment legislation. Information gathered from the employees should be stored in line with the Data Protection Act (Appendix 2). E. g. information should only be kept and stored for lawful purposes.

Any information stored on the employees should be accurate and up to date. Information stored should be destroyed if for example the member of staff leaves the company. It is a legal requirement that all employees are paid for the time spent during induction, they should also get the required breaks for the length of induction. Employees should have any questions they have about their contract explained by the Human Resource department so they are clear on all policies. An employer is legally responsible for the health and safety of their employees.

To comply with the UK law an employer must perform basic health and safety training. So the induction for the new coffee bar will comply with the current employment legislation. Appendix A Induction Agenda Completed (sign) Date Reception – Documents and checks completed: P45 NI Number Security Pass Issued Introduction to the company History Values Who’s Who Information about company: e. g. products, future plans etc Terms and conditions of employment Terms and conditions issued Policies and procedures for employment: Holidays, Absence, notice period etc

Development Performance reviews Opportunity for development Employee relations Trade union membership Grievance and Disciplinary process Appeals procedure Organisation rules Smoking policy Break facilities General behaviour / dress code Health and safety Safety rules Evacuation procedure First aid Personal hygiene Employee benefits Company discounts Healthcare schemes Saving Schemes (including share options) Sports facilities The Job Introduction to manager/supervisor Requirements and standards required Introduction to co-workers Comments/Next Steps:

Induction completed by (sign and print) : ___________________Date: ______ New employee (sign and print) : ___________________Date: ______ Appendix B Data Protection Act 1998 •All information gathered from individuals must be processed in line with the data protection principles: •Personal data shall be processed fairly and lawfully •Personal data shall be obtained only for one or more specific and lawful purposes •Personal data shall be adequate, relevant and not excessive to the purpose •Personal data shall be accurate and kept up-to-date Personal data shall not be kept for longer than necessary •Personal data shall be processed in accordance with the rights of data subjects under this act •Personal data shall not be passed on to countries outside the European economic area, unless that country ensures an adequate level of protection •Appropriate technical and organisational measures shall be taken against unauthorised or unlawful processing of data and against accidental loss of destruction of, or damage to personal data.

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