Developing an Effective Employee Induction Plan for Construction, KNHC

This report presents an employee induction plan designed for construction sites, specifically addressing the needs of the Kenya National Housing Cooperation (KNHC) at 71 Station St Burwood. The plan aims to improve new employee productivity and satisfaction by providing a structured onboarding process. The report includes a detailed checklist covering safety, health, job roles, and company policies, along with an evaluation questionnaire to monitor the effectiveness of the induction program. The literature review highlights the importance of induction programs in reducing employee turnover and integrating new hires. The methodology section outlines the checklist and evaluation process. The report emphasizes the significance of effective induction in the construction industry and its impact on employee performance and organizational success. This is a useful guide for construction companies to implement an effective induction program.

BUILDING AND CONSTRUCTION
By Name
Course
Instructor
Institution
Location
Date

INTRODUCTION
The program of employee’s induction is known to vary from one company to another besides
being dependent on the type of industry. Despite the fact most of the companies have been
viewing the programs of induction as a perfect chance of supporting as well as welcoming the
new employees; others have regarded this process as a waste of time which should not be given
attention at all. They basically believe that most of the time the employees will hit the ground
running. Considering that it has become a concern with reference to the improvement of work
processes, satisfaction and morale of the employees, attention is very important. It should
therefore be regarded as a challenge to the organizations to effectively identify its advantages
and disadvantages. This will be the most effective way of comprehending the interrelationships
between the job effectiveness and induction.
PROBLEM STATEMENT
The research work for the Kenya National Housing Cooperation (KNHC) was carried out on two
fronts: Partially in the staff training and as the head of business activities. The observations as
well as experiences have shown that the new employees have been having or experiencing
challenges particularly when they are on the construction sites (Augustine and Liang 2016). The
newly appointed members of the staff who join institution or regular basis are never aware of
what is expected of them. This particular challenge could be attributed to lack of effective
programme of induction on the construction sites or as one joins the institutions. The programme
of induction is expected to focus on the strategic objectives of the institution as well as
employee’s personal growth. The above highlighted constraints have resulted into very poor

productivity among the new employees simply because they have not been properly inducted
into the institution (Wu et al.2020).
SIGNIFICANCE OF THE STUDY
The identified topic of the study is very relevant. This is because the success of any serious
construction industry is dependent on the effective programme of induction. This particular
paper or article is expected to be of help to the Kenya National Housing Cooperation while doing
their construction project at 71 Station St Burwood. The prepared induction plan is likely to be
used to achieve employee’s job satisfaction. It was contemplated that proper and successful
implementation of the programme of induction would definitely results into reduced turnover of
labors.
RESEARCH QUESTIONS
 Can effective program of induction/ induction plan lead to higher productivity from the
workers on the side?
 What is the most effective induction plan for the workers in the construction site of 71
Station St Burwood?
OBJECTIVES
 The primary aim of this particular research work was to generate/formulate an induction
plan for a construction company to be used for helping/training new employees on the
site of 71 Station St Burwood.
 To evaluate the effectiveness of the formulated induction plan and ascertain that it would
result into higher productivity.

SCOPE OF THE STUDY
This particular research work was limited to the formulation of the relevant workplace onsite
induction plan for the employees at the 71 Station St Burwood.
LITERATURE REVIEW
Research work has indicated that starting a new job is usually very stressing experience in life
hence a proper process of induction which is sensitive to the uncertainties as well as fears will be
of utmost importance (Ogundipe 2017). When the processes of induction are very effective, the
new employees will find it easy to integrate well with others without much difficulty (Okorie and
Musonda 2018). Kenya National Housing Cooperation (KNHC) through its management is
committed in ensuring that all the new employees are subjected to compulsory induction
training. Inductions is therefore treated as an important part as far as processes of employment is
concerned despite being overlooked easily in the cases of small organizations in which each and
every individual must work to full capacity (Pellicer et al.2017). The training which is basically
carried out in the work place and cooperates has been regarded as being crucial for the new
employee’s integration into the working environment.
METHODOLOGY
CHECKLIST FOR NEW EMPLOYEE INDUCTION
Employee’s name…………………………………………..
Department……………………………………………………….
Title of the job…………………………………………………….

Start Date…………………………………………………………..
New Employee’s Induction Programme
Line managers and Heads of department have been advised to consider re-familiarizing
themselves with the procedures of induction as well as guidelines which are available in the
policies of HR a well as Manual Procedures (Valluru, Dekker and Rae 2017).
In this developed induction plan, the designated officers and heads of department will be
expected to use this particular checklist for the employee’s induction into the Boards. The
programme must be carried out within the first month when one is employed (Nyende 2016).
Safety and health issues as when as entire items which have been highlighted in capital letters
must be covered on the first day by the employees.
It important to note that every new member of the construction company who will be coming to
the site will be expected to tick the spaces left/box. This should also go hand-in-hand when there
will be adequate information in regard to subject satisfaction. Immediately this has been
completed, the new staff will be expected to sign and have the form dated before it will be return
to the immediate manager in their line (Davis and Francis 2016). The line manager will thus be
expected to have it forwarded to the section of staff development where it will be retained as per
the terms and conditions of the Data Protection Act of the state (Clarke, Gleeson and Winch
2017).

The following items will be covered by each and every employee:
INTITIALS/COMPLETED
Date and Tick box
The department:
 Function of the department …………./------------
 Introducing new staff to colleagues …………./------------
 Giving the new entrants his/her job …………./------------
 Supervising him/her
…………./------------
 Layout generally
…………./------------
 Systems of Telephone as well as bleeps …………./------------
 External/Internal systems of postal …………./------------
 Structures of reporting
…………./------------
 Policy of volunteering
…………./------------
Employment Condition:
Working hours including shift systems, duty rotas, breaks and on-call
 Recording of working time …………./------------
 Allowances …………./------------

 Eligibility as well as superannuation scheme …………./------------
 Reporting in when on leave and when sick …………./------------
 Requesting for leave arrangements
 Protecting clothing, uniforms, laundry arrangements, replacement…………./------------
 Introduction to procedures and policy handbooks…………./------------
 Benefits which are taxable…………./------------
 Arrangements of car leasing…………./------------
 Arrangements of accommodations…………./------------
Security, Health, safety and fire:
i. Information regarding health and safety which is considered relevant to the
department…………./---------
ii. Procedures and instructions of fire…………./------------
iii. Procedures of emergency evacuation…………./------------
iv. Use of the firefighting equipment and their locations…………./------------
v. Incident and accident reporting…………./------------
vi. Occupational Health…………./------------
vii. Personal effects losses…………./------------
viii. Personal effects security…………./------------
ix. Security of building and department…………./------------
x. Keys arrangement…………./------------
xi. ID badges of staff photos…………./------------
xii. Protection of the public from abuse and harm…………./------------
xiii. Being healthy/fit to work…………./------------

xiv. Safety and health maintenance at work…………./------------
xv. Risk assessment at work…………./------------
xvi. Incident reporting at work…………./------------
Control of Infections
i. Hygiene of hands…………./------------
ii. Use of gloves, aprons and other personal protective equipment…………./------------
iii. Protection procedures against the infections related to the occupational work which may
be related to Blood Borne Viruses…………./------------
iv. Environmental control…………./------------
v. Procedures of Isolation Barrier rooms…………./------------
vi. Blood management as well as management of other spillages of the body
fluids…………./------------
vii. Care equipment cleaning…………./------------
viii. Procedures of patient placement…………./------------
ix. Linen safe management…………./------------
x. Safe waste disposal…………./------------
xi. MRSA management…………./------------
xii. Clostridium Difficile management…………./------------
xiii. Fitting of the flu mask…………./------------
xiv. Infection control accessibility point on the intranet…………./------------
Conduct (Hashim et al.2018)
i. Presentation of staff at personal levels…………./------------

ii. Grievances, disciplinary as well as procedures of capability…………./------------
iii. Courtesy to the public, clients as well as other members of the staff…………./------------
iv. Caldicott and confidentiality…………./------------
v. Code of personal conduct and acceptance of gifts…………./------------
vi. Press statements…………./------------
vii. Rules on alcohol, smoking and drugs…………./------------
viii. Use of telephones privately…………./------------
ix. Working in line with rights, diversity, equality as well as responsibilities to
people…………./------------
x. Activities of “Whistle-blowing” in the event of abuse and harm…………./------------
Facilities:
 Lockers, cloackroom and lavatories…………./------------
 Healthy eating / Cafeteria…………./------------
Development of Staff: (Pennanen et al.2016)
1) Arrangements of study-leaves…………./------------
2) Skills Framework Outline for posts as well as NHS knowledge…………./------------
3) Opportunities for the promotion as well as carrier development…………./------------
4) Working with the aims/objectives…………./------------
5) Procedures of the performance review…………./------------
6) Awareness of KSF…………./------------
7) Plans of personal Developments…………./------------

8) KSF outline assignment as well as informing the members of staff of the gate related to
the foundations…………./------------
Communication and Involvement of the employees: (Davis and Francis 2016,)
 Professional organization/ Trade Union representations…………./------------
 Mechanisms of communications within the organizations. This will include planning
conferences, APF as well as Safety committees…………./------------
 Sources of the information including notice boards, Team Briefs, e-mail among
others…………./------------
 Quality commitment by the organization …………./------------
 Policy of healthy eating…………./------------
 Procedures of complaints…………. /------------
 Departmental feedbacks and meetings…………./------------
Quality:
 Team work contributions…………./------------
 Building relationships with the customers…………./------------
 Personal management as a resource…………./------------
 Operations within the limits…………./------------
Items considered being relevant to the department specifically: (Mitchell et al.2017)
 Payment of the employee…………./------------
 Employment termination notices…………./------------
 Procedures of child Protection…………./------------

 Procedures of a child protection…………./------------
 Procedures of adult protection…………./------------
 Waste disposal procedures including construction materials wastes
 Infection control …………./------------
 Clients relate duties …………./------------
 Handling of handling …………./------------
 Reporting of incidences …………./------------
 Assessments of risks …………./------------
 Freedom of information as well as protection of data …………./------------
 Participation of public
 In the cases of budget holder, visit of finance as well as supplies department for basic
training
Other issues considered relevant to the departments in particular: (Izuogu 2019)
 Handling of manuals…………./------------
 CPR …………./------------
 Management/ Assessment of risks …………./------------
 Procedures as well as policies of HR in the case of line managers
 Sections and recruitments …………./------------
 Race and equity issues in the case of the line mangers …………./------------
 Safety and Heath for the line managers …………./------------
 Performance Review for the line managers and KSF …………./------------
 Assessment of equality impact assessment as well as training in terms of toolkits
…………./------------

 Control training in regard to the site injuries …………./------------
 Information freedom …………./------------
I confirm that I have understood all the above items having been informed properly on their
relevance to my employment with Kenya National Housing Cooperation (Mohammed, Shamsul
and Bakri 2017)
Employee’s Name…………………………………….
Employee’s signature…………………………………
Date……………………………………………………
I hereby confirm that the programme of induction which has been completed by the above
named employee is correct as per the terms and condition of the requirement.
Name of the Departmental Head……………………………
Head of department’s signature…………………………………
Date…………………………………………………………………
Evaluation Questionnaire for the Induction
In order to ensure that the programme of induction is properly monitored, both the local as well
as formal induction day with the line manager, the following form will be required to be
completed after completely being completed. This particular information however will be treated
with the highest required level of confidence. Such kind of confidence will be carried out by the
line managers and it will be regarded as the effective tool for the improvement of the programme
of induction (Choudhry and Zahoor 2016).