1.1 Explain why induction is important for practitioners, individuals and organisations.
Recruitment and Training is significant for any organisation. It helps an organisation to improve competency and capability of employees to outperform competitors and stand out in the marketplace. Induction programs are different from one company to another. Important aspects including industry, company infrastructure, changing trends, etc dictate how these programs are designed.
Employees remain the most important asset of a business. Instead of leaving new recruits on their own to figure out how things work, business establishments are obliged by law to introduce a formal onboarding process to refine their hiring process. These processes help both the employers, and new employees with benefits such as:
• Workplace Safety
• Good Retention Rate
• High Moral
• Increased Productivity
• A Better Sense of Acceptance
Induction programs are geared towards both the trainer and trainee. It helps the employer to assure successful staff retention without wasting an opportunity. Meanwhile, it gives the new joiner a first initial of the organisation as they acknowledge terms and conditions of employment. These programs give new joiners crucial information they need to understand how the organisation works, and how they should fit in.
Staff Induction facilitates new starters becoming a productive member of team, and perform their duties with ease. This helps reduce stress and anxiety of a new job, thus improving morale, and feel better about joining a new organisation. Induction programs consist of training and mentoring conducted by HR or Department managers to help the employee integrate within the new working community.

1.2 Identify information and support materials that are available to promote effective induction
The result of an analysis conducted by Gregg and Wadsworth (1999) show 870,000 workers started a new job in 1992. Due to bad induction practices, 17% joiners left after a short period of three months and another 42% left within 12 months.
To familiarize new staff members and help them integrate within the organization, specialized programs are introduced, these programs are known as Induction Program. Some organizations avoid these programs believing they are waste of time and resource. Induction helps to maintain a positive image of an organization in mind of their new recruit, thus proving a valuable public relation tool.
McConnell (2007), Foot and Hook (2008) stress the importance of such processes as it helps the employee feeling empowered, and becoming a part of team. Inductions help the new recruit “Fit in”, and get a better picture of how the company works, and find their way around it. This improves their confidence as it develops a sensation of value, and pride.
Induction process also aides staff retention, Goyal (2007) provides an insight by saying induction is important is helps a new recruit to learn more about the organization’s philosophy including work culture and physical environment, employee’s responsibilities, value and rights. Robertson (2003) stresses the importance of induction training as promotes a gradual transition of cultural change which promotes networking while sharing information and knowledge between an organization, and its employee. Time and cost is a deciding factor for employers as both these factor dictate long term benefits of conduct induction programs.
1.3 Explain the link between induction processes, qualifications and progression routes in the sector.
Induction programs are carefully designed to integrate new recruits into the working infrastructure of an organisation. It facilitates professional development of a new recruit to help them change according to their new position. Although academic qualifications and previous working experience ensures the recruit is competent, qualification framework of different organisations have their own standards according to different working levels within a respective sector.
The qualification framework goes through continuous changes which are documented in legislation, and introduces a new set of qualifications. This dictates the future of staff induction, and how new employees will be trained to serve the needs of their organisation. Every organisation wishes to employee a capable workforce that can tackle future challenges while fulfilling current needs.
Finding such talent is only possible via a rigorous and well-structured hiring process that will help prepare the recruits for upcoming challenges. It should provide recruits an opportunity to improve on their existing skills while learning new ones. Employers can use this period to mentor recruits to guide (assist) them understanding workplace practices. They can teach employees how to plan and prepare for work environment, and contribute in future.
Qualifications and working experience is therefore the least standards employees hold or try to obtain to qualify for a certain position. These qualifications define certain qualities (if not specific) an organisation expects from applicants applying for a position. Obtaining these qualifications and updated training is a stepping stone for workers to progress their career as they improve and update these qualifications to later apply for promotions within the company.
Therefore, achieving said qualifications or standards are crucial for a worker to reach a certain level of skill, knowledge and the ability to develop further. Organisations need to ensure their workforce is competent to perform their duties, take on additional responsibilities and help their company to do well in the marketplace.
1.4 Analyse the role of the induction process in supporting others to understand the values, principles and agreed ways of working within a work setting.
The 2010 Care Quality Commission listed a basic preview of information that should be covered by the induction process for new recruits. These information and objectives are:
• Important Updates regarding to an Event or Incident
• Basic User information relevant for a Service
• Safety Compliance and Precautions
• Policies and Procedures of the Organisation
This is basic information, and induction process is what an organisation makes of it. It is not only a ticking exercise, instead it’s an important opportunity to introduce new workforce to culture and working infrastructure of the organisation. It is a chance to convey mission statement while, reflecting the brand, and what it stands for.
Induction programs promote recruits to be more productive within the company and to reduce staff turnover in a short time. The available position and working background of a recruit dictates complexity and length of an induction program.
An induction program consists of discussing personal details such as Payroll, qualification, and work history with new staff member. Recruits receive a staff file in which they put together their work information while making progress. Afterwards, they agree to and sign the Contract of Employment including probationary period, and appraisal process. The terms and conditions clearly cover important details including holiday entitlement, pension plans, worker confidentiality, expenses etc.
Induction programs also cover legal requirements such as Health and Safety compliance, legal procedures etc. Every employee receives a copy of relevant policies with the staff file. It covers Health and Safety Policies with Procedures, Accident Reports, Smoking, Customer Policy etc. This information is directed to organization policies if there is a need of reference.
The overview of new role is important including how it serves the company including history and services offered, values and mission statement with staff charter. Moreover, it introduces the department, co-workers, communication, vision and others. Induction process also includes a Mandatory Training plan to help better equip their employee for the new role.
In most cases, a “Buddy” is assigned to the new recruit from current staff. The “Buddy” will shadow new employee integrating into new work environment, and learns how to perform his duties. After the induction, new recruits remain in social are as they are needed to work via the induction framework of their respective organisation for a few months. They learn the regulations and values of their company which will underpin their work in future. This is crucial to their professionalism, and recruits better understand this.
1.5 Analyse the role of induction in safeguarding individuals and others within a work setting.
Induction promises everything
2.1 Explain the factors that influence induction processes for practitioners.

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2.2 Develop an induction programme in agreement with others.

2.3 Manage the induction process for practitioners.

3.1 Identify different methods that can be used to support the induction process for practitioners.

3.2 Support others involved in the induction of practitioners and 3.3 Obtain feedback from others on practitioners achievement of identified induction requirements.

3.4 Support practitioners to reflect on their learning and achievement of induction requirements

3.5 Provide feedback to practitioners on achievement of induction requirements.

3.6 Support personal development planning for a practitioner on completion of induction.

4.1 Explain the importance of continuous organisational improvement in the provision of induction.

4.2 Obtain feedback on the induction process from practitioners.

4.3 Obtain feedback on the induction process from others in the work setting

4.4 Use feedback to identify areas for improvement within the induction process.

5.1 Work with others to identify improvements within the induction process.

5.2 Work with others to implement changes required to address areas for improvement within the induction process.


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