Managing the Induction Process for Health and Social Care or Children and Young People’s Settings

Running head: EYFS
EYFS
Name of the Student
Name of the university
Author’s note

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Manage the induction process for health and social care or children and young people’s
settings
Implementation of an induction program in a child care setting is important especially, in
a child care environment. When a new employee or an educator is recruited in an organisation, it
is the responsibility of the manager to carry out an induction. The child care setting to which I
am involved has recruited some of the bets employees (Kidd, Brown and Fitzallen 2015). The
conduct and the work performance of early childhood employees depends much on the
recruitment process and the induction process taking place after the recruitment. An ideal
recruitment helps the employee to adjust their role and instil motivation and a positive attitude
towards the work from the outset (Carson 2013). One of the most important principle that is
being conveyed during an induction process is continuous improvement and ongoing learning.
Out organisation uses a wide range of materials for supporting the induction processes .
A good induction training ensures that freshers are retained and settled happily to a productive
role (Bleach 2013). An induction training checklist can be used for ensuring that important
points are not missed out. The induction kit of the organisation normally contains a welcome
message from the director of the child care setting, an on boarding review of the plan,
information about the employment contracts and the new employee form, the various
employment policies, Philosophy of the organisation like the mission, vision, the strategies and
values of the centre. The manager keeps handy, the employment policies, the computer logins for
important database access. Information about the childcare centre, the rights of the children,
maps, evacuation plan in case of hazards (Kidd, Brown and Fitzallen 2015). The organisation
follows certain common standards of induction in the social care, such as the roles of the social

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care workers the personal development of the workers, effective communication, person centred
care, various principles for safeguarding of the children.
A successful induction process ensures that individuals have developed essential skills,
which will enable to initiate further learning and enhance their professional development. On
successful completion of the induction, the core requirements of the diploma in the health and
the social care would then be met (Valenčič Zuljan, M. and Marentič Požarnik 2014). A proper
induction process would ensure that a childcare educator or a child care worker is working in
accordance with the current practice. A good induction process in this setting can be beneficial to
the workers to continue their professional development as a previous experience would be useful
if the employee seeks another opportunity later on (Kidd, Brown and Fitzallen 2015).
Continuation of the professional development and learning should take place throughout the
career of the inductee and should help them to develop new skills and explore further career
options (Richter et al., 2016).
An induction process ensures that the recruited employee works in accordance with the
organisational rules and the policies, the duties and the responsibilities, the structure of the
organisation, the salary structure, the incentives (if any) and the leave policies. In an induction
process, the newly recruited employees will be educated about the different lines of
communication that is being followed in the organisation. In some of the cases, the freshers are
introduced to the older employees. The main aim is to create a positive working environment.
One of the aim of induction is to safe guard the roles of the children visiting the childcare
centre. Hence, in the induction process, the educators or the other newly recruited childcare
staffs are educated about the safety policy of the centre and an evacuation plan for evacuating
children and the staffs during any crisis situation. They are asked and educated about the first aid

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knowledge. Information about the regular risk assessment and its advantages should be informed
to the employees. It is necessary that the induction process should be able to define the
commitments, accountabilities and individualities of the employees. There are several factors
that affect the induction process for the practitioners. Some of the factors are the characteristics
of the new employees, the mentorship, the culture, compliance, managerial support, cost and size
of the company and the nature of the work influences the employee induction process. Job
specification can influence the induction process as the induction of a childhood educator needs a
more in-depth induction process unlike the other child care workers (Bubb and Mortimore 2013).
If a practitioners is suffering from any disability like speech delay, then the induction process
will be longer and more require more support from the existing staffs. Which in turn can leave
the practitioner demotivated. A practitioners who had previous job experience in a child care
setting would influence the process of induction positively as the practitioner will be able to
adapt easily to the childcare setting (Kidd, Brown and Fitzallen 2015). It should be mentioned
that an induction process saves time in the future for any further training. Another factor that can
act as a barrier to induction is the difference in language and individual needs of the employees.
In that case an interpreter can be kept.
Development of an induction program
Manager’s name:
Date of issue:
Date completed:
Purpose: All the recruited staff members’ needs to learn about the child care organisation, as
well the roles and the responsibilities.