Guidelines For Induction Program At Target Australia Essay.

Organizational Culture and Structure

You must demonstrate your ability to research and develop a set of guidelines for an induction program that complies with, and addresses, the induction policy and procedures of your subject organisation.

Research, develop and write a set of guidelines for a one-day induction program at your organisation, an organisation with which you are familiar or an organisation approved by your assessor. Your guidelines need to reflect current research and comply with relevant legislation.

The induction guidelines need to include:

• induction program
• training methods and support
• overseeing of probationary employees.

Research may include examination of existing induction processes, documents, interviewing organisations, consulting experienced Human Resource personnel or managers, reading reference materials and Internet research.

1. Conduct research on induction procedures and program content.
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.
3. Consult relevant workplace personnel for feedback on guidelines.
4. Refine and edit guidelines.
5. Ensure all sources are referenced correctly.
6. Write final copy of guidelines following format stated in the following specifications.

In recent business environment, it is very important to take effective measures in order to increase the efficiency and the productivity of an organisation. It is known that the employees are one of the critical success factors of an organisation. The human resource can effectively influence the performance of an organisation. Thus it is very important to take effective measures in order to manage the human resource in a corporation. The induction programme is one of the effective tools for managing the human resource in an organisation. The induction programme is basically a process that is used for welcoming new employees in the company and they can be prepared for their roles and responsibilities in the organisation. The main aim of this assignment is to assess and present the induction programme that is taken in one of the departmental chain stores in Australia, Target Australia.

Target Australia Pty Ltd is one of the departmental store chains in Australia that is owned by the Wesfarmers group. There are many stores of the company all over Australia. It basically operates 125 target country stores and 183 target stores in Australia. The national store support office is located is North Geelong in Victoria. The organisations sell various products including consumer electronics, electrical products, homewares, toys, cosmetics and clothing. The organisation was opened first by Alex and George Lindsay in Geelong selling furnishings, fabrics and dress. Afterwards the store expanded in other regions as well.Target Australia is one of the prominent organisations in Australia at present with the chain stores all over the country. In case of retail stores it is very important that the employees are provided effective induction programme for efficiently catering to the needs of the consumers. Thus the induction programme that needs to be undertaken in the organisation can be discussed here.

The organisation is committed in inducing all the volunteers and the employees to integrate effectively within the organisation and the programme can help in smooth integration of the employees in their roles in order to be competent operationally. The induction policy should be well planned. The induction programme should help the employees in learning about the organisation and their culture. The main purpose or the objective of the induction programme is to help the employees in smoothly making transitions in the organisation.

Dealing with Customers

The induction programme can be very effective for increasing the efficiency of the employees within the organisation. The induction programme can be used for the training and development. It is known that the employees should have knowledge regarding the health and safety measures within an organisation and thus it should be included in the training programme as well. In case of retail or any service industry, the satisfaction of the consumers should be taken into consideration and thus appropriate training programme in that context should be presented. The OHS (Occupational Safety and Health) regulations provided by the Australian government needs to be considered and training should be provided to the employees. It is known that the employee recruitment is only the beginning of the employee and organisational relationship. Thus the induction programme is very important for maintaining a long-term relationship with the employees. The induction programme usually spreads over a few weeks.

The induction programme should be carefully planned for welcoming the new employees in the organisation and for making smooth transition of the employees within the organisation. The induction programme can be divided into multiple sessions for the employees.

The induction programme sessions can be presented here.

Session 1- Introduction session: In the first session the employees should be introduced within the organisation. In the first session the introduction and welcoming of all the employees would be conducted. In this session the information regarding the organisation and its past achievements can be discussed. The employees can also share their feelings in terms of joining the organisation. In this session the goals, objectives, missions and the visions of the company should be shared with the employees.

Session 2- Organisational Culture and Structure: In the second session the training should be given on the structure and the culture of the organisation. In the second session, the rules & regulations that are followed in the organisation. The ethical code of conduct should be communicated with the employees along with the policies of the company. The roles and responsibilities of the employees within the organisation should be discussed in this session.

Session 3- Dealing with Customers: In the third session, the employees should be trained in terms of dealing with the consumers. In the service industry, the satisfaction of the consumers is very important and thus the knowledge of the products and services and how to deal with the consumers should be provided to the employees.

Session 4 - Health and Safety Training: in the fourth training session, the health and safety measure training should be provided to the employees. The employees need to be educated regarding the existing policies of the company for the health and safety measures.

Each session for induction will be conducted within the organisation and the facilitators will the managers of the company. The entire induction programme will last for one month. The method that will be used for the delivery of the training programme will include direct communication as well as written guidelines. The employees can be communicated with the help of charts and diagrams and presentations as well.

Health and Safety Training

It is known that the preparation of the employees for the first day and for beyond is one of the significant activities conducted by an organisation. The employees should be helped in making smooth transition in the organisation and thus induction toolkit can be used for increasing the efficiency and the effectiveness of the process. The induction toolkit basically offers the hints and tips staff induction. In the induction toolkit the following guidelines will be provided. These are,

• Induction policy
• Induction process map
• Induction guidelines
• Hints and tips for successful induction
• ‘Must do’ activities for the new staff
• Organisational structure
• Welcome booklet
• Projectors, chairs, and DVD players

In the following section the induction process checklist is provided for the evaluation of the employees.

• Introduction: the introduction of the employees within the organisation.
• General information: provisioning of information to the employees regarding the organisation.
• Communication of the aims and objectives: the aims and objectives of the organisation should be communicated
• Code of conduct: educating the employees regarding the codes of conduct
• Health and safety: educating on the accident reporting procedures, first aid locations, medical facilities, fault and hazard reporting procedures, safe working practices etc. They should meet the safety representatives of the organisation.
• Awareness of protocols and procedures: HR procedures and policies, departmental objectives and priorities, local protocols and procedures in relation to the job roles and responsibilities.
• Review Induction: the progress and the performance of the induction programme needs to be reviewed.

Here the evaluation form template can be provided here.

1. Please rate the following aspects of your induction, by ticking the appropriate response:

	Good	Adequate	Unsatisfactory
First day work arrangement
Provisioning of information by area/department
Introduction to the area/department and its                 processes (including safety and health)
Introduction to the responsibilities and the duties
Introduction to main procedures of the organisation

2. Provide your opinion regarding the induction programme that is undertaken by the organsiation.

3. Is there any aspect of the day-to-day operations that needs to be explored or discussed?

4. Do you need any additional training that has not been covered yet by the organisation?

5. Are there any further information and events on various topics issues that u think needs to be covered in the induction process?

Training and support is one of the significant part of the induction programme. In the induction programme the employees are given the required training in order to integrate smoothly in the organisation so that they can perform effectively and maximise the benefits of the organisation.

It is very important that the induction programme should be based on the overall objectives of the company. That means the induction programme should be aligned with the goals of the company. The main objective of the company is to maintain harmony within the organisation and providing high quality service to the consumers. One of the aims of the company is to increase the market share of the company in the industry and thus induction programmes should take that into consideration as well.

There are various tasks that can be given during the training period. The employees can be asked to perform trial provision of service with the office staff. Afterwards they can perform similar task with the actual consumers where they serve the customers. So the training task can be given to the employees during the induction programme.

The staff members included in the induction programme will be the floor manager, the human resource manager and other experienced staff members of the organisation. There are various methods that can be used for training the employees or the staff. The company can employ hands-on training to the employees. They can be coached regarding the processes and demonstrations can be presented as well.

In order to facilitate the training, the checklist of facilitating training cans be given here.

Training Checklist	Check
Agenda
Schedule of the training
Materials requirement for the training
Availability of the trainers
Selection of Time and date of the facilitation of training

Now the training evaluation form can be presented as well.

	Agree	Neutral	Disagree
There was clear definition of the objectives of the training
The communication and interaction process was effective
The materials and the tools used in the training were helpful
The training provided here was useful
The time was sufficient for the training programme
The process of training was effective

Q1. What were the things that u liked about the training?

Q2. What are the improvements that can be incorporated in the training?

Q3. Provide your feedback about the training.

The probation is the main function for ensuring that the employees understand that their roles and responsibilities within the company. The employees should be kept in a probation period for one month and then their performance should be evaluated and decision needs to be made.

The probation process includes the performance review of the employees for the month. During the probation period each and every employee should be assessed using fair and consistent framework. After the probation period is over the organisation need to take decisions, whether the employees will be confirmed for their appointment or not.

In the following table the probation procedure checklist can be provided.

Probation Checklist	Check
Agenda
Schedule of the probation (duration)
The establishment of standards for the employees
Impact of not meeting the standards
The probationers involved in the process
Written report of probation

Here the probation evaluation form can be provided as well.

	Agree	Neutral	Disagree
There was clear definition of the objectives of the probation
The measures taken for the process of performance evaluation were effective
The methods used for probation were efficient
The employees were provided clear guidelines in terms of probation
The methods used for evaluation included unbiased measures
There was clear communication with the employees

Q1. Were you given the information regarding the probation process?

Q2. Did you know the performance standards that need to be achieved during the probation period?

Q3. Are there any issues that you faced in terms of the policy of probation?

References

ACAS,. 2015. Recruitment And Induction. Ebook. 1st ed. https://www.acas.org.uk/media/pdf/8/d/Recruitment-and-induction-advisory-booklet.pdf.

Facilitator’S Toolkit. 2015. Ebook. 1st ed. https://www.unhcr.org/4371d7c92.pdf.

Go2itech.org,. 2015. 'Training Toolkit - Coordination - Forms And Checklists'. https://www.go2itech.org/HTML/TT06/toolkit/coordination/checklists.html.

Janssens, Maddy, and Chris Steyaert. 2009. 'HRM And Performance: A Plea For Reflexivity In HRM Studies'. Journal Of Management Studies 46 (1): 143-155. doi:10.1111/j.1467-6486.2008.00812.x.

Mondy, R. Wayne, Robert M Noe, and Mary Gowan. 2005. Human Resource Management. Upper Saddle River, N.J.: Pearson Prentice Hall.

Staff.mq.edu.au,. 2015. 'Induction Toolkit - Staff - Macquarie University'. https://staff.mq.edu.au/human_resources/recruit_and_induct_new_staff/induction_toolkit/.

Target Australia,. 2015. 'Target Online Shopping | Target Australia'. https://www.target.com.au/.

Training Evaluation Form. 2015. Ebook. 1st ed. https://www.cal.org/caelanetwork/profdev/states/iowa/training-evaluation.pdf.

Trainingtoday.blr.com,. 2015. 'How To Choose The Most Effective Training Techniques'. https://trainingtoday.blr.com/employee-training-resources/How-to-Choose-the-Most-Effective-Training-Techniques.

Www2.hull.ac.uk,. 2015. 'Departmental Induction Toolkit - University Of Hull'. https://www2.hull.ac.uk/administration/staffinduction/inductiontoolkit.aspx.

York.ac.uk,. 2015. 'Probation - Procedures - Human Resources - The University Of York'. https://www.york.ac.uk/admin/hr/resources/policy/probation/.

Assessment specification	Satisfactory
	Yes	No
Did candidate submit a bound copy of Induction guidelines?
Did candidate submit project by specified deadline?

Assessment specification	Satisfactory
	Yes	No
Introduction Did introduction contain: ·         brief organisation profile ·         induction policy statement ·         induction objectives.
Induction program Did induction program contain: ·         program outline with session titles, location, times, methods of delivery ·         induction process checklist ·         checklist for induction kit ·         evaluation form.
Training and support Did guidelines contain: ·         objectives ·         training tasks ·         list of induction staff and methods for training ·         checklists for procedures ·         training evaluation form.
Overseeing probationary employees Did guidelines contain: ·         objectives ·         probation procedure ·         checklist for probation ·         probation evaluation form.
Did guidelines closely follow the format: ·         Title page ·         Contents ·         Introduction ·         Induction program ·         Training and support ·         Overseeing probationary employees ·         Appendix.
Were guidelines written clearly in plain English?

Outcome:	o Successful    o Unsuccessful
Assessor name:
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