People are an organisation’s best assets.
Ask any organisation what the biggest human capital challenge is and chances are, the answer is attracting and retaining talent.
In an era where investing in people can make or break your business, your ability to keep your talent will set the foundation for the future direction of your business.
So where should we start? At the beginning – the induction.
Designed to provide new recruits with vital information they need to ‘hit the ground running’, corporate inductions act as your first impression and introduction to the organisational processes. It sets the foundation.
Despite this, most organisations have inadequate induction processes in place.
What’s more, today’s employee has become so highly mobile, conventional training methods have had to take a back seat. Time is precious, and the need to do more with less means taking people out of their comfort zone and into uncharted territories. Not everyone has the time to dedicate a couple of hours to a training session, let alone a full day of induction training.
So you need to get innovative, edgy, competitive, and clever. You need to come up with a system so sleek, so refined, and so inspiring, it automatically engages and captures your audience.
As companies grow, online inductions are a godsend for companies with global and remote teams. The beauty of an online corporate induction is the ability to reach employees 24/7 via a highly interactive and engaging platform that can be customised to specific job roles.
While many may still champion face-to-face orientation, coordinating schedules, organising meeting rooms, and blocking hours or days to fit people, can prove to be an increasing challenge especially for larger groups of new recruits.
Online corporate inductions give employers the flexibility of cost-effective, consistent, tailor-made training that can prevent staff attrition. Because you see, not having an effective induction program can result in dire consequences for the company, including, but not limited to, employee termination.
Poorly executed inductions, or worse, none at all, may lead to:
- poor integration into the team;
- low employee morale;
- loss of productivity; and
- failure to understand and align to company goals, resulting in poor performance.
In extreme cases, the new employee leaves, either through resignation or dismissal. What does this mean for you?
This may lead to:
- additional cost and time involved for recruiting a replacement;
- wasted time for your inductor;
- decreased morale for other and remaining staff;
- detriment to the leaver’s employment record;
- having to repeat the unproductive learning curve of the leaver; and
- damage to your organisation’s reputation.
So what does a good corporate induction need?
The purpose of any induction program is to provide all the information that new and existing employees need. A good induction program should have the following skeleton:
- Welcome by the CEO.
- The organisation’s history, business strategy, products and services, culture and values.
- Introduction to the team, including an organisational chart.
- Orientation of site locations.
- Organisational orientation – where the employee fits into the bigger scheme of things, and alignment of goals with the organisation’s strategy and goals.
- OH&S information – a legal requirement.
- Conditions of employment.
- All company policies and procedures.
Once you have the skeleton, you’re ready to dazzle with content. Good content that supports and elaborates on training objectives creates a strong foundation for good instructional design.
At Learning Seat, we recommend the following tips to better engage your audience:
- Select a platform that offers custom tailoring, flexibility, and the ability to add in or gain access to other courseware.
- Utilise a provider that has instructional design capability for gaining better learning outcomes and engagement.
- Choose a provider with flash as their primary authoring tool for better interactivity.
- Choose a provider that gives you easy access to update information – keeping it fresh is important.
- Choose a provider that is Internet-based versus software-based for better user access.
- Choose a provider with experience in a wide spread of industry sectors – experience counts.
- Commit resources to the development phase – someone who can work alongside your provider.
- Gather all your content prior to commencing the development of the induction – this will save time and money.
- Work with a provider who offers helpdesk and account management post implementation.
Remember, a good online induction forms part of your employer brand; so it is vital to invest at the right level that’s a perfect fit for your organisation.
Once you have that, the sky is your limit.