Design and Implement Induction Program †Free Samples to Students

Question: Discuss about the Design and Implement Induction Program. Answer: Introduction Once a graduate has been chosen as the successful applicant, it is essential for Accounting firm hiring them to make sure that they get to know and understand the firm more in detail. The process that is also referred to as orientation might be deemed as the final step of recruitment and selection. Nevertheless, it is the initial step of learning and development as well. It is the official process of making new employees familiar with their new working place, roles they are to play around and operations of the organization. It is very unfortunate that a few firms have not established an official accounting graduate induction program. This is because there are various cost-effective and practical benefits resulting from a well-controlled induction program even for the small organizations(Lacy, 2014). Benefits of an induction program The firm, creates a favorable organization program, contributing to new employees' general enthusiasm for the job. This method is a good element of decreasing employee dissatisfaction and staff turnover. Allows the firm to create a friendly working relationship with the new accountant by explaining the role relative to others in the organization. The individual in charge of the induction also gets an opportunity to put clearly the rule and regulations hence lowering the risk of potential misunderstanding College to work transition is simplified for the new employees who have little work experience News employees adapt to the work atmosphere and the job itself faster hence building their confidence. This leads to productivity growth and a decline in disruption. Many top accounting firms have got a quality induction program to enable the employees to cope with the new working environment and as well as understand their roles in the firm. For instance, all new employees at Maxim are given a new friend, referred by the company as (buddy) who becomes their major contact to assist the accelerate learning and performance on the job. The program targets at offering information to new employees about the organization and specific training regarding their specific role(Abeysekera, 2007). The program takes place in the first six months of their tenure and might vary according to the position of the employee. The program, in general, will assume the following steps. The firm schedules news workers for the course at their first two weeks on the job. The seminars provide a chance for team members to relate with new workers and inquire in what is expected of them in the firm. This handbook as known as staff manual is given to the employees. The book sets out the manner in which employees must conduct themselves and the procedures that should be adhered to. Accounts are expected to comply with the provisions in this handbook whose contents might be amended from time t time. Employee handbook contents should be treated as confidential and must not be discussed or disclosed outside the Practice unless there is a prior consent of the Practice. The firm uses cost-effective training options such as holding an onsite (office) workshop for new employees where experts are invited to hold a brown-bag session. Additionally, this makes sure that the staff gets similar training and information, that contributes to the culture of the company. To give the employees morale to learn, the firm also looks for a presenter who carries an engaging and interactive session instead of simple lectures(Yatoo, 2011). This step also involves a mentoring program, where the buddies allocated to each employee act as their mentors. It particularly provides an effective method of training new entry accountants while at the same time providing an opportunity for them to assume a leadership role. That one on one kind of connection which is cultivated helps new employees quickly integrate into the organization, gain confidence in their work and to be productive staff members. Skills text, questionnaires, live demonstrations and even personal interviews assist to determine what tasks are adequately done and the areas that require specialized or new training. After identifying complexity and length of the program, a training module is developed and experts on the subject matter are recruited to provide throughway on the curriculum and give lectures. New employees must be taken through policies and procedures of the firm with clarity and conciseness on how to adhere to the policies. This is for them to understand functions needed to complete tasks and they include guidelines for achieving the required results(Heather Barnwell, 2008). Workplace safety and emergency procedures All accounting firms take health and safety as a necessary evil and as a cost for them to be within the law. New employees are taken through lecture to educate them on the benefits of taking precautions to maintain safety in the workplace. This is a lesson that requires much emphasis since some accountants believe that safety is an expense injuring profits of the organization(NISAMUDHEEN. T, 2014). It is their personal responsibility to maintain safety for their own well-being in the workplace. It makes sure that each worker understands the law and they comply with the health and safety policies of the organizations. The newly employed can learn how to reduce health risks through regulations linked to display screen equipment, manual health matters, signposting and technology. In case of fire emergency procedures are taught to help the employee evacuate safely. Learn strategies for prevention and reporting emergency incidences to reduce their chances of occurring Frequent evaluation meetings to access the progress of the employee and discuss the support that they need should happen time after time during the six months probation period. For instance, the manager makes effort to meet the employees on a monthly basis until the probation period is over. It is essential to conduct the assessment meetings since the managers can be able to decide on the workers suitability for the role(Junarso, 2006). References Abeysekera, I. (2007). Intellectual Capital Accounting: Practices in a Developing Country. Abingdon: Routledge. Heather Barnwell, N. B. (2008). CIMA Official Learning System Test of Professional Competence in Management Accounting. Oxford: Butterworth-Heinemann. Junarso, T. (2006). Comprehensive Approach to Corporate Governance. Indiana: iUniverse. Lacy, G. D. (2014). How to Design and Implement a Board Induction Program. Sydney: AICD. Mohamed Ariff, M. I. (2011). Mohamed Ariff, Munawar IqbalThe Foundations of Islamic Banking: Theory, Practice and Education . Cheltenham: Edward Elgar Publishing. NISAMUDHEEN. T, M. S. (2014). "HUMAN RESOURCE ACCOUNTING AND AUDITING" Morrisville: Lulu.com. Plecki, M. L. (2014). School Finance and Teacher Quality: Exploring the Connections. Abingdon: Routledge. Yatoo, N. A. (2011). Executive Devel.In Bank.Indus. New Delhi: Sarup Sons.