Guidelines For Induction Program Development

You are to research, develop and write a set of guidelines for an induction program at your organisation, an organisation with which you are familiar or an organisation approved by your assessor. You will then deliver an induction program or part of one, provide feedback to inductees and gather performance feedback on the induction program.

Task 1:

Conduct research on induction procedures and program content within your workplace and industry.

Task 2:

Draft policy statement, objectives, program outline, procedures and documents for each stage of induction process that suit the organisation and comply with relevant legislation.

• Consult relevant workplace personnel for feedback on guidelines.
• Refine and edit guidelines.
• Ensure all sources are referenced correctly.
• Write final copy of guidelines following format stated in Appendix 1.

Task 3:

Induct staff using your guidelines or following relevant organisational policies and procedures. Ensure you:

• Provide access to training and ongoing support for all persons engaged in staff induction.
• Check induction processes are followed across the organisation
• Oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated
• Monitor
• Obtain feedback from participants and relevant managers on extent induction process is meeting its objectives

Task 4:

Make adjustments to induction guidelines in response to feedback.

Research on Induction Procedures and Program Content

Microsoft is one of the largest companies in the word, dealing with software, electronics and other related services.  As per the 2019 financial report, the company had revenues in excess of 125 billion(Microsoft 2020). As such, seeing that financial strength of a company is one of the major attraction points for employees, it has a big number of applicants.

In this case, it has been established that the Microsoft induction programs is one of the most proficient around the world.  It has ensured that there is deparmentization to ensure that there is a smooth process of ensuring that all the hires fit into the new working environment. It is even more important to understand that the company focuses on employing the most brilliant minds in the globe, meaning that there is a greater emphasis on how the new hires can improve the productivity of the company. Employee onboarding, experience and career lifecycle of the employee are some of the major focus of the company(Microsoft 2018). The process, however, is not only limited to the human resource department, but each current employee is included in the overall program as a methodology of improving the security and comfort levels of the new hires. It is an effective approach to ensure that there is a high retention rate of the employee and a reduction in the turnover rate.

Program Outline

In the first day of employment, the new hires are taken round Building 92 in the company’s main campus at Redmond(Microsoft 2018). The major aim of this first day at the company is to ensure that the hires are competent to understand the major underpins of the company. In such a case, they are taken through a series of icebreaking sessions to create familiarity and ensure that they understand the overall organizational process.

The New Employee Orientation Process (NEO) is the overall name given to the induction process. On such a case, besides being an icebreaker on the company’s processes, it ensures that the new hires are well conversant with the rudimentary requirements of the human resource department and also provides an indication of the compliance requirements. A pre-recorded presentation from the company’s CEO will be presented to the new hires on factors such as stock information, logistics, the insurance covers and the vacation time, among others(Microsoft 2020).

In the second day of the program, the new hires are guided to their workstations where the email, desk and task requirements are outlines. To ensure that the new hire has a smooth process in settling in, a mentor is usually assigned to complement the answers that are provided by other employees. StepBar-a Microsoft application(Microsoft 2020)- is one of the most vital tools when it comes to this onboaarding process as it ensures that the new hires can easily set up their pins and emails, among other vital components for the job environment.

Draft Policy Statement, Objectives, Program Outline, Procedures and Documents

Name of the employee:

Department:

Joining Date:

Objectives on Organizational goals and policies

This has been identified as one of the most vital processes when it comes to the induction process as it ensures that they are well conversant with the objectives and goals of the organization. On such a note, Microsoft has ensures that there is a proper training and development through the use of the NEO program. The objective of the program, as has been established, is to ensure that each new hire becomes conversant with the organizational processes.  Presentation and other development aspects are included in the program to ensure that the new hire acquires the necessary and relevant skills in line with the objective of the organization.

It is vital to understand that being a program developer, the company has provided software which ensures that there is an easy time when it comes to training the new hires. The Microsoft Teams software is used when it comes to scheduling tasks for the new hires and scheduling events(Microsoft 2018). In this case, it provides an interactive framework through which the new hires can be trained on the relevant tasks. The new hires and the mentors are connected through the software to ensure that there is an appropriate development platform(Microsoft 2020). Some of the training tasks, as such, include:

• On the job opportunities for an advancement in skills.
• Career development coaching
• Training on the company values, the  business conduct and the company ethics

Microsoft has ensures that there is a specialized department in the human resource department that is dedicated for the sole reason of induction. The team, furthermore, is dedicated to ensuring that there is proper management of the employee lifecycle and proper training. In this case, the major staff required for the on boarding process include the:

• Guides
• The employer mentors
• The NEO staff

On such a note, the following methodologies are used for staff and new hire training:

• Microsoft learning
• The use of LinkedIn learning
• Learning in the class room to share ideas and experiences
• Learning on the job to ensure advancement in the personal as well as the job skills.
• Manger coaching and mentorship programs

Name of the employee:

Department:

Joining Date:

Objectives on the basis of Organization’s Policy

At Microsoft Corporation, the probation period is usually 90 days and aims at ensuring that the new hire is well conversant with the organizational processes. In this case, it has been identified as a vital procedure that Microsoft Corporation uses in order to identify the suitability of a new hire to the role that he/she has been assigned. In such a case, it is equally important to provide a review of the employee performance in terms of the skills, the work ethic and the compliance performance. The metrics that are usually identified by the line manager provide important reference points when it comes to this procedure. In such a case, it prioritizes the performance of the employee as per the organizational performance metrics are concerned.

Probation procedure

1. Review of the performance of the employee by the line manager. The use of Dynamic 365 talent is also vital for the process.
2. Meetings between the manager and the employee as per the agreed period. The matters that will be discussed in these meetings include:

• The performance of the employee against  the company objectives
• The performance in comparison to the performance metrics.
• The competence of the employee
• The ethical skills
• The standards of compliance.
• Needs of the employee in terms of support and training requirements.

3. Confirmation or termination of the employee after the 90 day period as pert he review of the line manager.

Checklist for Probation

Employee

Department

Date of Meeting…………..

References

Microsoft 2020, Empowering our employees. Retrieved from https://www.microsoft.com/en-us/corporate-responsibility/empowering-employees

Microsoft 2020, Onboard new employees more effectively. Retrieved from https://support.office.com/en-us/article/onboard-new-employees-more-effectively-05dd3132-7840-4970-8308-92e7b3c07b07

Microsoft 2018, Sweetening the first day for new Microsoft hires. Retrieved from https://www.microsoft.com/itshowcase/blog/sweetening-the-first-day-for-new-microsoft-hires/

Microsoft 2018,What's new or changed in Dynamics 365 Talent - Core HR (August 2018). Retrieved from https://docs.microsoft.com/en-us/dynamics365/talent/whats-new-talent-august2018