Employee On-Boarding: Induction and Job Orientation Techniques

Why Attend

The first few days for new employees can have a great impact on their entire employment tenure. The tone for their working experience is set very early on in their minds. Therefore, it is important to manage that early onset of emotional impact from the beginning to ensure a productive and gratifying work experience. In this course, you will learn how to manage the on-boarding process from A to Z.  Also, this course will help you build highly impactful onboarding programs and processes that will set a very positive place with your new hires.

Course Methodology

This course is a workshop based consisting of numerous case studies and team-based activities, round table discussions, and presentations of work completed to ensure learning and retention of knowledge.

Course Objectives

By the end of the course, participants will be able to:

  • Explain the difference between company induction and job orientation
  • List the benefits of running induction and orientation programs, for employees as well as the organization
  • Define the roles and responsibilities of all those involved in the early career stages of employees
  • Compile a well-designed package of information for new employees
  • Prepare and conduct an effective induction presentation
  • Design and organize a complete on-boarding program for newcomers to the organization

Target Audience

HR professionals who work in recruitment or training and whose job requires inducting and orienting employees. This course is also very useful for all those outside human resources who might be assigned the task of orienting new employees to their departments

Target Competencies

  • Deciding and initiating action
  • Working with people
  • Relating and networking
  • Presenting and communicating
  • Applying expertise and technology
  • Following instructions and procedures
  • Planning and organizing

Location:

South Africa

Training Dates:


Training Schedule
Duration
1 Week
2 Weeks
3 Weeks
Month
Option A
Option B
Option A
Option B
Option A
January
13 - 17 Jan
27 Jan - 31 Jan
6 - 17 Jan
20 Jan- 31 Jan
13 Jan - 31 Jan
February
10 - 14 Feb
24 Feb - 29 Feb
3 - 14 Feb
17 Feb - 29 Feb
10 Feb - 29 Feb
March
10 - 14 Mar
23 - 27 Mar
2 - 13 Mar
16 - 27 Mar
9 - 27 Mar
April
6 - 10 Apr
20 - 24 Apr
30 Mar - 10 Apr
13 - 24 Apr
6 - 24 Apr
May
6 - 10 May
27 -31 May
29 Apr - 10 May
20 - 31 May
13 - 31 May
June
8 - 12 Jun
22 - 26 Jun
1 -12 Jun
15 - 26 Jun
8 - 26 Jun
July
6 - 10 Jul
20 - 24 Jul
29 Jun - 10 Jul
13 - 24 Jul
6 - 24 Jul
August
10 - 14 Aug
24 - 28 Aug
3 - 14 Aug
17 - 28 Aug
10 - 28 Aug
September
7 - 11 Sep
21 - 25 Sep
31Aug - 10 Sep
14 - 25 Sep
7 - 25 Sep
October
5 - 9 Oct
19 - 23 Oct
28 Sep - 9 Oct
12 - 23 Oct
5 - 23 Oct
November
9 - 13 Nov
23 - 27 Nov
02 - 13 Nov
16 - 27 Nov
9 - 27 Nov
December
7 - 11 Dec
14 - 18 Dec
30 Nov - 11 Dec
07 - 18 Dec
30 Nov - 18 Dec


Course Duration:

Unit Standard:

NQF Level:

Number of Credits:


Course Fees


Note: Please fill in the online application form on the left or bottom if this page to receive a quotation with detailed pricing from AATICD.

How to Apply:

To Apply Simply Fill in the Online Enquiries / Applications form on the Right Sidebar or Bottom of this website https://www.aaticd.co.za

NB:

When filling the online application form; please take note of your desired Training Month, Duration in Weeks and Training Session. This will give us the exact dates you will be attending your classes.

Also note that Tuition Fees must be paid upfront on or before training start date. This is to ensure that all resources are made availabe for you before you start. You will not be allowed into training if fees are not paid and verified.

Also note that Tuition Fees Cancellations must be made 14 business working days before the starting date of training. This will allow us to do a 50% refund of the total amount paid. If cancellations are made thereafter note that no refund will be made to delegates.

Tuition Fees include teas and lunch as well as either a laptop or tablet which a delegate will take home free of charge.

Tuition Fee DOES NOT include Accommodation, Dinners and other Extra Curricular Activities or Incidentals. Delegates are expected to fund this on their own. AATICD will not be held accountable for any incidents to delegates.

In-House Trainings are also available for 3 or more delegates for any duration. Please consult with our Administration for such In-House training bookings.


Course Outline

  • Definitions, induction versus job orientation
    • Difference between induction and orientation
    • Origin of words induction and orientation
    • Benefits of onboarding program to employees
    • Benefits of onboarding program to organization
    • Roles and responsibilities during onboarding
      • Of the new employee
      • Of the human resources department
      • Of the new employee’s manager
      • Of the new employee’s colleagues
    • When does the onboarding start?
      • During the recruitment process
      • During the assessment process
      • During the job offer process
      • First day on the job
        • Administrative procedures
  • New employee information package
    • Contents of an induction package
      • Welcome letter
      • Welcome gift
      • Necessary forms
      • Required policies and procedures
      • Code of ethics
      • Employee handbook
      • Cultural awareness
  • The induction presentation
    • Information to include
    • Use of various multimedia tools
    • Presenting and delivering effective training
      • Fundamentals of effective speaking
      • Verbal and non-verbal communication
      • Different trainer styles
      • Assertiveness defined
      • The assertive trainer
      • Ways to get attention and maintain interest
      • Elements of effective feedback
      • Delivery and critique of training sessions
  • Job orientation
    • Planning job orientations
      • Introduction to colleagues and department tour
      • Job brief
      • Computer use
      • Operating equipment and technology
      • Performance objectives and measurements
    • Required essential training
    • Information overload
    • Follow up and support
  • Evaluating the effectiveness of onboarding programs
    • Informal and formal feedback
      • Feedback forms
    • Turnover rates
    • Performance measures