Workers' Induction: Policy and Procedure Report - Leadership Focus

This report focuses on the policy and procedure for workers' induction, highlighting the importance of orientation and training. The report emphasizes the responsibilities of management and leadership in ensuring a smooth onboarding process for new employees. It covers key aspects such as staff training, development, and the creation of a supportive working environment. The report details the induction program components, including the new starter email, meeting with supervisors, and addressing workplace issues. It also outlines the roles and responsibilities of line managers and supervisors, covering topics such as funding sources, personal development, and ensuring a safe and productive work environment. The report references Armstrong's handbook of human resource management practice and other relevant sources to support the recommendations and guidelines.

Running head: DIPLOMA OF HOSPITALITIES
Diploma of Hospitalities
Name of the Student:
Name of the University:
Author’s Note:

1DIPLOMA OF HOSPITALITIES
Developing the policies and procedures of a workers’ induction
The purpose of the policy and procedure of a workers’ induction is to make the staff
members and heads understand the significance of orientation and induction along with their
responsibilities of these two activities.
Policy
 The joining workers need to participate in an effective orientation and induction program
in order to develop an understanding of the institution, working environment and the
roles and responsibilities.
 The new workers are eligible and employed to work for 20 hours in a week for a period
of 12 months or more (Knowles, Holton and Swanson 2014).
 The workers employed for working less than 20 hours a week and less than 12 months
will have to participate in an appropriate induction and orientation program.
 The new workers with management and leadership roles and responsibilities need to
make sure that the staff members are reporting and participating in an effective
orientation and induction program (Mansuri and Rao 2012).
 To manage the annual training needs analysis process and lead the planning,
development, monitoring, and evaluation of staff training and development.
 To produce annual training prospectus to reflect the training needs.
 The new workers and their reporting line in manager must ensure attendance and
participation in the orientation and induction of the activities provided.
 To support the Staff Training and Development Committee
Procedures:

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 Program components of the employment by sending a new stater email by the Human
Resource team.
 Meeting with the supervisor and highlighting the job requirement, health, and safety,
workstation, email and communication, workplace issues
 Duties and responsibilities of the post
 Line in managers and supervisors
 Procedural manuals
 Sources of funding and conferences
 Personal development and Review Scheme
 Ensuring that the new workers are aware of the time and place of arrival on the first day
 Ensuring someone is present to welcome the new worker to the workstation
 Allocating the working space and required equipment
 Arranging a staff identity card
 Ensuring code of practice
 Enabling the new workers to settle in their working position and becoming efficient and
productive members of the staffs (Kadushin and Harkness 2014)
 Providing an overview of the organization along with enabling the new workers to see
their position in the organization
 Ensuring that the new workers are highly motivated and that their motivation is
reinforced.
 Ensuring that the labor turnover is decreased by emphasizing on the valid employee
credentials such as poor performance and absenteeism.
 Ensuring that the new workers are working in a safe working environment

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 Ensuring that the new workers understand the corporate culture and contribute positively
towards the job roles and responsibilities (Ablis.business.gov.au, 2017)
 Ensuring that the new workers receive appropriate level of induction that their post
desires
 Covering all the topics in the checklist during the first three months with mandatory items
(Armstrong and Taylor 2014)

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References
Ablis.business.gov.au. (2017). ABLIS | Enabling business. [online] Available at:
https://ablis.business.gov.au/ [Accessed 2 Nov. 2017].
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Kadushin, A. and Harkness, D., 2014. Supervision in social work. Columbia University Press.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Mansuri, G. and Rao, V., 2012. Localizing development: does participation work?. World Bank
Publications.