It is easy to forget that the selection process is only the beginning of the employment relationship and the future of that relationship depends to a considerable extent on how the new employee is settled into the job. In general there is a higher rate of labour turnover among new employees. A good induction programme makes business sense, whatever the size of the organization, and whatever the job. I nduction does not need to be a very formal process but it needs to be properly managed. I n many organizations it will be carried out informally by the new start's manager or supervisor on a day-to-day basis. Nevertheless, having a structured checklist to follow is useful for both parties. Most induction will consist of meeting and talking with new colleagues, watching activities and asking questions. It may be appropriate to provide certain information in written form; and if the organization has a company handbook, this can often act as an aide memoire covering important aspects of the company organization and how it functions.
The Agency’s Enquiry Point is available to employers, employees, trade unions and others. Enquiry Point advisors provide information and advice on a wide range of employment matters. The Enquiry Point is also an important contact point for identifying circumstances, or clients, who would benefit from being referred to other Agency services.
The Enquiry Point provides clear, confidential, independent and impartial advice to assist the caller in resolving issues in the workplace.
While the advisors cannot provide a legal opinion they can help callers gain a better understanding of their rights and responsibilities as well as identifying possible options to help resolve their issues.