first_img Previous Article Next Article Employers need to ratchet up their induction training programmes if they areto retain key staff in a full employment market, according to two new separatepieces of research. Research from Cranfield University School of Management, out this month,shows that more than one in three employers – 37 per cent – have problemsretaining staff who have been employed for less than a year. The longer someonestays with a firm, the easier it is to hang on to them, the research suggests,with only 21 per cent saying they had trouble hanging on to staff who had beenwith them for more than three years. And concentrating on a new employee’s first day at work could make a realdifference, according to recruitment website reed.co.uk. Its survey of morethan 5,000 workers and job hunters found that nearly one in 10 had considerednot going back after a disastrous first day. And, a tiny minority didn’t go back. Three per cent of respondents said theydidn’t return on the second day because of something their new company did. Afurther 4 per cent failed to return because of a first-day mistake they hadmade. “It’s important that organisations integrate new people as quickly aspossible into the work environment,” said Paul Rapaccioli, director atreed.co.uk. “The first day at a new job is especially stressful andemployers need to think about how they manage it. Full induction training needsto be in place and it needs to start from day one.” Some employers are already taking the induction process seriously. Forexample, Tesco is currently reviewing its induction. For years, the supermarketgiant has run first-day induction programmes off-site for all new staff. “We talk about the history of Tesco, the brand and our values,”said Linda Summerfield, resourcing project manager. “We’re now trying tofind out how much information people retain, what’s appropriate and what isn’t.Our aim is to make new recruits feel comfortable in their role and support themthrough the emotional challenge of starting a new job.” Summerfield is also planning to put Tesco’s new starter pack on to CD-Rom.”Our paper-based product is full of information but, to be honest, it canbe a bit off-putting. A CD-Rom will enable more interaction and bring it to life.With 80 per cent of the UK population now having access to a PC, this has to bethe way forward,” she said. Revamping graduate induction training has had a major impact on retention atopticians Dolland & Aitchison. “Where once we would lose 50 or 60 per cent of graduates within thefirst year of them becoming qualified, we now retain 85 per cent,” saidprofessional services director Dr Rob Hogan. Three years ago, Dolland & Aitchison introduced a week-long inductionprocess for new graduates to introduce them to the customer-service side of thejob. “Rather than concentrate on the technical aspects, we wanted ourgraduates to be able to convert their knowledge and skills into jargon-freelanguage that members of the public would feel comfortable with,” Hogansaid. The firm has now decided to capitalise on the success of its induction programmeby introducing something similar for non-graduate staff, starting this yearwith dispensing opticians. “Nothing much has changed in the way firmsinduct new staff, but this really does work,” he said. www.reed.co.ukwww.cranfield.ac.uk/som/rciBy Lucie Carrington Related posts:No related photos. Induction training proves its worthOn 1 Feb 2003 in Personnel Today Comments are closed. last_img