In human resource development, induction training introduces new employees to their new profession or job role, within an organisation.
If for example the trainer is no good or the facilitation lacks, new employees may quickly become bored and may even question their choice of employment.
Induction training must be comprehensive, collaborative, systematic and coherent to be effective[7] and make a positive impact with the trainee.
According to TPI-theory, training should include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees.
I.e. Starbucks, who ensure their induction is very practical to set the expectations of the job[9] compared to the Exxonmobil Graduate schemes program which spans the first year of employment, with the bulk of the induction training happening in the first two weeks to ensure they have built up the background knowledge before learning about job or role particular training.
[10] The right balance of training will not be too intensive an information-giving session as this will be ineffective[11] as individuals will start to lose concentration and may end up missing crucial information.
Coaching is a partnership in which employees aim to achieve support and advice from a more senior colleague whilst on the job.
Induction training ensure staff are equipped with the necessary skills, motivation and capacity for productivity to achieve organisational goals.