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Effective Departmental Induction

Effective Departmental Induction. Or induction with impact!. Aims of Session. Explore the importance of induction – understand where we are now, where we need to be Share best practice Identify support available to strengthen your departmental induction

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Effective Departmental Induction

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  1. Effective Departmental Induction Or induction with impact!

  2. Aims of Session • Explore the importance of induction – understand where we are now, where we need to be • Share best practice • Identify support available to strengthen your departmental induction • Action Plan improvements within your own areas

  3. What is induction? ACAS guidelines define induction as: Helping a new employee to settle down into a new job as soon as possible, by becoming familiar with the people, surroundings, job, and the firm and industry For us, it starts with appointment and concludes with probation ending “ ”

  4. Induction – Why do it? Value of: ‘fresh eyes’ ‘new- thinking?’

  5. Induction – Why do it?

  6. Managing Performance Effectively

  7. Induction with Impact • What’s the feedback? • Staff Survey • Investors in People • Orientation Evaluations

  8. 2011 Staff Survey “ Induction is an area that offers room for improvement across the board with satisfaction figures seeing a slight drop between 2008 and this survey. Now 34% of people do not feel the induction process is a helpful one (previously 32%), with academic staff slightly more dissatisfied than professional services staff (by 9%) ”

  9. I feel that with regards to welcoming new staff, some departments are good but others are really very bad – i.e. not speaking to new staff at all Staff Survey and IiPwhat do they say? The University lays on various sessions but “being welcomed” operates at departmental level • It may be useful to consider the setting of objectives at end of the recruitment process immediately on appointment. This would help to establish service targets earlier and clarify the impact of the role and the team on overall performance. The personal welcome to the University is very good – the induction sessions are very good. The practical welcome is less so i.e. accessing computer accounts • ‘’It’s a very friendly and welcoming organisation. I loved it straight away.’’

  10. Feedback from Staff Orientation Induction started during the interview process. The department had thought about what I needed to know and planned a timetable with appropriate contacts for the first two days • Great support from manager, HoD and team which helped me settle very quickly. My manager was on holiday when I arrived. Some work was prepared for my first week, but it took less than a day to complete. I’m only really finding my feet now after 3 months I have not received any information from the department about the induction process to follow or when this might happen

  11. Discussion

  12. Induction with Impact • What can support you? • Recruitment Process • Department Induction • HR Documentation • Central Induction Events • Allocating a Buddy/Mentor • Peer Observation • Checklists & Guides • “Working Here” • Using Probation to set objectives /plan development

  13. Induction with Impact – Summary of Effective Department Induction • Pre-planning • Be aware of Pinch Points • Use checklists proactively • Check in regularly • Set targets and priorities • Review how induction is going • Induction is more than day1/week 1

  14. Induction with Impact • What needs to be in place – central actions for the future • Induction: • Online? • Strengthen Mentoring • Improve provisions Temps/Sessionals • Consistency across departments • Review process with focus group • Jan – July 2013 • Probation: • Re-write process and forms • Appraisal

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