Managing staff inductions

It's important to manage inductions to make sure that nothing important is missed. After the induction, staff should understand their role and responsibilities. They should also understand your policies and expectations of them.

An induction plan should include a checklist of all the elements in the induction, the time frames they need to be completed in, and a plan for reviewing the staff member's progress.

Staff inductions are an ongoing process, and your plan should cover the first few months a staff member is in a new role. This includes the period before they start in the role, their first day introduction and a final review once the induction is complete. Staff can work through the induction plan with their supervisor or manager.

Your plan should include any training (e.g. for specific tasks, processes, equipment and work health and safety).

Inductions for staff with different needs

Your induction program must cater for the needs of various staff. For example, mature-aged workers, graduates, school leavers and apprentices will have different needs for induction. Their learning processes will also vary. Considering these different needs will help you get the most out of your induction program.

Your staff induction program must not breach any anti-discrimination or equal opportunity laws.

Induction tools

Mentoring

Mentoring is a useful tool for staff inductions. You may decide to use an informal mentoring 'buddy' system where you pair a new staff member, or an existing one who is changing roles, with a more experienced staff member. The experienced staff member can explain duties and responsibilities to the person in the new role.

Find out more about developing staff through mentoring.

Online inductions

Depending on your business, you might want to develop an online induction program. An online induction program could include:

Also consider...