Incorporating a thorough health and safety induction will help you meet your obligations under the recently introduced Health and Safety at Work Act 2015. If your policy and induction do not reflect the new legislation, then this is a timely prompt to look at what you are doing here.
When talking with our clients, a natural progression from the content of their induction process typically flows through to company guidelines, policies and procedures. Ask yourself if these are documented or if it is taken for granted that people ‘just know’. Considering what needs to be documented to ensure a consistent message is being delivered is important. If there are protocols that are specific and important to your business, be it defining appropriate social media use at work or addressing dress code, they need to be communicated.
It’s all about the old adage “begin with the end in mind”. We encourage you to utilise this valuable time at the beginning of the employment relationship to establish norms and parameters and take a conscious approach to aid your new employee to become fully operational and integrated into your organisation.
If you would like some guidance on how you can improve the on-boarding/induction of your new employees, please contact our team of HR Consultants: Andrea Stevenson, Baker Tilly Staples Rodway Hawkes Bay, Chris Wright, Baker Tilly Staples Rodway Auckland, Julie Rowlands, Baker Tilly Staples Rodway Taranaki, or Norma Blackett, Baker Tilly Staples Rodway Tauranga.
DISCLAIMER No liability is assumed by Baker Tilly Staples Rodway for any losses suffered by any person relying directly or indirectly upon any article within this website. It is recommended that you consult your advisor before acting on this information.