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Staff Inductions

The highest-risk time for employee turnover is during the first few months after the new employee has started, and so getting the new staff induction process right, is highly important.

An effective induction program should take at least 2-3 months and involve many different features. And if designed well, it can achieve the following benefits:

  • Fostering positive attitudes from day 1, leading to increased motivation and commitment.
  • Directing some focus on culture. Most staff rank company culture as one of the key elements in job satisfaction, so explain what it's like to work there. What fun stuff do you do?
  • Make them feel part of a team. Not only will this foster learning and creativity but team inclusion will reduce turnover rates caused by new staff, who either fail to adjust quickly or who take an early dislike to their new role or workplace.
  • And also compliance with various legal obligations that cover employees.

So now we’ve looked at what benefits can be gained from a well thought-out induction program. What should it entail? Here are a few pointers… 

WHAT TO COVER

  1. A brief history on the business – how it started and where it is today.
  2. What the Values are for the business and why? It is important for staff to feel connected to the company they work for and this comes from believing in ‘WHY they do what they do”.
  3. A general outline of services/products offered and the future directions of the business.
  4. Who the main competitors are and what the business’ points of difference are.
  5. The organisational structure and how the various teams integrate.
  6. The quality systems or quality procedures that exist.
  7. A training session on Equal Employment Opportunity (EEO), discrimination and harassment in the workplace and associated complaints procedures.
  8. Training on telephone protocol including use of voicemail.
  9. Training on the computer system including any CRM, database or other main software that is used.
  10. Training on certain key areas of business such as Customer Service or Sales training.
  11. A general overview of policies with more detail on certain policies such as ‘Internet, Email & Computer Use’ Policy or ‘Use of Company Property” Policy.
  12. The availability of (any) further general training.
  13. Job-specific training including Standard Operating Procedures (SOPs).

Seems like a lot of information? Well it is. But the more informed your new staff can become, the quicker they will be able to integrate themselves with their new workplace. 

POINTS TO REMEMBER

  1. Ensure consistency – have all new staff go through the same induction process (allowing for the fact that the ‘job-specific’ training may differ amongst roles).
  2. Avoid information overload! Structure the program so there are a few key sessions a week over the first few weeks. Give them time to process what they have learnt – keeping in mind they are leaning something new with everything they do in their new work environment.
  3. Assign a ‘buddy’ (or mentor) – The buddy should aim to make the new staff member feel welcome and assist their transition into their new environment.
  4. Ask for feedback. You want to be continually improving the induction program, so staff actually get value out of it. So ask them! What did they enjoy the most? What could be improved?

HOW PWR CONSULTING CAN HELP?

PWR Consulting's mission is to assist and educate small business owners on what their requirements are and how to ultimately streamline their staffing operations. With most business owners being extremely time-poor, finding the time to focus on HR is usually less of a priority. That’s where PWR Consulting comes in. With PWR Consulting, we make HR simple!


PWR Consulting are your expert guides from issue to solution!



CONDUCTING A WORKPLACE INVESTIGATION

There are certain situations that require an investigation into a matter in the workplace. The situations can vary from dealing with performance and misconduct issues; personal grievances; to discrimination, sexual harassment, or bullying claims; and also with prohibited use of computer and social media matters (to name a few).


It is important in any of these cases, that a thorough investigation is conducted into the matter before any major action (i.e. termination) takes place.Lets take a look at the steps involved... 

HOW TO CONDUCT AN INVESTIGATION

Step 1: Identify & Plan

  • Identify the people involved – the accuser, the alleged wrongdoer and any witnesses.
  • Find out the exact details of the allegation.
  • Assess your own policies, contracts of employment and workplace practices, which could effect the investigation (e.g. Code of Conduct Policy)
  • Decide on the best person to conduct the investigation. This person must be impartial.

Step 2: Assemble & Organise

  • Collect the evidence (e.g. documents, emails, witness statements, data) and orgnaise in a logical manner.

Step 3: Interview & Evaluate

  • Interview any witnesses and record the statements made. If any new evidence is revealed, you will need to repeat this step.

Step 4: Review & Consult

  • Once all the evidence has been collected the investigator should consult with another impartial senior member of staff to sense-check findings. If this is not possible, then they need to make a call themselves - Is the claim proven, unclear or rejected?

Step 5: Document

  • It is vital that each step taken and the evidence, findings, methods and outcomes are documented. This will be needed to support any actions taken.

Step 6: Action

  • Once enough evidence has been gathered to secure a verdict, its time to take action. This may be disciplinary, but also could be corrective.

Seems pretty straight-forward? Not always. Here are some common mistake made that can lead to further trouble. 

COMMON MISTAKES TO AVOID

  1. Don’t start with pre-conceived outcomes.
  2.  If additional allegations are made, re-interview the respondent or any witnesses.
  3. Don’t ignore any evidence – be thorough. Quick investigations can come back to hurt you!
  4. Act in a timely manner! Don’t let too much time lapse.
  5. The investigator must be impartial.
  6. Get the facts right!
  7. Keep the matter confidential.
  8. Allow (and encourage) a support person.

HOW PWR CONSULTING CAN HELP?

We have many years of experience and really understand small business. With PWR Consulting, we make HR simple!


Providing solutions to your business needs our expert team can assist with HR Advice and can guide you through any tricky HR situation; i.e compliant HR Policies and HR documentation (such as Employment Contracts; HR Letters e.g. warning letters, termination letters etc; Forms; and Checklists); Recommend and set-up HR Information Systems; and  also help you with the Recruitment of staff in the first place! 


If you would like to discuss how PWR Consulting can assist your business, please get in touch! 

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PWR Consulting

5 Ninth Avenue, Rosebud, Victoria 3939, Australia

03 8765 2383 - 0402 807 144

Hours

Monday - Friday: 9am - 5pm

Saturday: By appointment

Sunday: Closed