HLAMO HEALTH CA

NEWLY RECRUIT INDUCTION POLICY DO

6/1/2025

Author: Kgabo Sam Mokobodi

cOMPANY: Hlamo health care (pTY). ltd
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INDUCTION PROGRAMME POLICY OF NEW RECRUITS EMPOLOYEES

1. Importance of Induction

Induction provides new starters with important information regarding their new
employment. The induction process serves to welcome new hires to the business
and help them transition into their new role; enabling new employees to feel
supported while they adjust. It is considered best practice to provide an induction
program to employees.

Induction ensures that new employees are initiated in the expectations,

performance and culture of the Company. When used strategically, the induction
process can increase employee retention by helping them understand their role and
how it fits into the company. Companies that have structured new employee
induction processes are more likely to have higher productivity within the
workforce, as the new employee may be able to add value to the business sooner if
they can hit the ground running. Employees who have undertaken a structured
induction process will have a fair idea of how the company operates.

The induction process may include:

 Pre-induction process

 Induction

 Post-induction process or Follow-up and ongoing development

2. The Benefits of Induction Training

Employee induction is an effective and efficient means of outlining workplace

policies and procedures to new starters, for providing specific information new
employees need to know to do their job, and for setting expectations within the
larger context of company goals, objectives and the business operation as a whole.
An induction program should include training for new hires on how to do their jobs
safely and what to do in the event of an emergency.

Adopting an induction process for new starters can have many benefits for both
employers and employees.

For employers an induction process can:

 Contribute to a positive workplace culture as it assists new employees to

transition and assimilate into the workplace;
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 Save an employer time and money, as the employee can partially self-
educate through online learning modules;

 Encourage employee retention, reduce employee turnover and save on

recruitment costs as it helps employees feel welcome and valued;

 Ensure operational efficiency and increase productivity – employees have a

full understanding of the company and their role within it so they can hit the
ground running;

 Educate employees on compliance with company policies and procedures,

and Workplace Health and Safety;

 Enhance company reputation by creating a professional impression.

The benefits of employee induction for new staff are:

 The induction process helps new employees settle into their role quicker;

 New hires better understand their role and how it fits into the organization;

 New starters feel respected and valued and accepted into the organization by
team members;

 New employees better understand company processes and (workplace health

and safety) policies and procedures;

New staff receive necessary information as to organizational culture and standards

of behavior to help them assimilate;

 The induction process helps establish good communication with managers

and team members.

3. An Introduction to the Company’s Mission, Goals, And Values

It is important that new employees are provided with information as to the purpose,
direction and values of the organization. This allows new starters to put their role
into perspective and feel part of the business as a whole, which encourages positive
contribution to the overall company goals and vision.

The induction process helps the employee understanding the company culture and
values and allows the employer to set clear expectations regarding performance
and conduct.

Once an employee has been inducted in the workplace it will be easier for the
employee to adjust and adapt to the expectations, goals, and values of the
Company.
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4. Employee Induction Program Checklist

The purpose of an induction program is to help employees settle into their position
at a new company, business or organization. To ensure the induction program is
successful, create a checklist that specifies all the documents and information new
staff will receive on their first day of the job.

This checklist does not need to be long, but the induction should cover at least the
following:

 an introduction to the business, colleagues and important stakeholders (e.g.

team leader)

 an overview of the organizational history, structure, visions, culture and

values

 employee handbook briefing and reference to the code of conduct

 job description for the employee such as title, roles, and responsibilities

 roster or work schedule

 copy of their employment agreement, company handbook and HR manual

 Work Health and Safety information (layout of premises, including fire exits,
first aid facilities; overview of WHS policies)

 induction and setup of workstation and systems

 overview of upcoming key dates and events

 provided with tools of trade (ID, keys, name badge, swipe card, phone etc.)

 contact list of staff members

At the end of the induction, ask the employee if they have any questions or
concerns, they would like to address. It’s considered best practice to give the
employee plenty of written material they can reference later to refresh their
knowledge.

For compliance purposes, you should also require the new employee to provide you
with copies of the following:

 signed employment contract

 tax file declaration

 bank details
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 emergency contact details (including name, address, phone number and

relationship)

5. Encouraging Social Interaction

Bringing new staff into an existing work environment can be stressful. On their first
day, give new staff a guided tour of the workplace and introduce them to other
team members. If possible, appoint one or two team members as a main point of
contact for new staff, so they can rely on them for help or advice.

Besides the usual ‘meet and greet,’ some other activities the company can do to
encourage social interaction include:

 organizing a group meeting and have everyone introduce themselves to the

new member
 encouraging the team to sign a ‘welcome card’ or similar kind of written
introduction
 having an informal team lunch

If your business is active on social media, you might also consider welcoming the
new team member with a brief online description or profile with your social media
network.

Don’t stop encouraging your new employee’s social interaction after just the first
few days. Some people take longer than others to open up and feel comfortable in
their new surroundings. For this reason, the above activities should be spread out
over several days, so the employee doesn’t feel overwhelmed.

6. Following-Up

The follow-up process allows managers to ascertain whether or not employees have
integrated successfully, what further resources are required or what changes need
to be made and if the employee needs further training. The information gathered
during the follow-up process can help improve induction programs for other new
starters.

Once the formal induction is over, arrange regular meetings with the new employee
to check how they are going. Give them the chance to raise any concerns and
discuss them in confidence.

Compiled by: Mr. KGABO SAM MOKOBODI Signature: ______________ Date:

________
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Recommended by: _____________________ Signature:______________

Date:__________ Responsible Pharmacist

Approved by: Mrs. HLAMO SHILLA RAMOHLALE Signature: ______________ Date:

_________
Hlamo Health Care (Pty). Ltd