Delivery methods / media in induction

We went through a process a few years ago of creating a four week induction with 80% generic / 20% bespoke content depending on the products and brands our new starters were dealing with.

We used a variety of training methods / media including MP3's, short e-learning modules, self-managed learning, facilitated sessions, process workbooks, online learning using our internal Intranet and other supporting workbooks. We placed a high level of importance on moving away from a trainer led induction to a much more self-managed approach where learners were responsible for their own learning.

We submitted our induction to the World of Learning Awards and were success in winning the Blended Learning Solution of the Year award which we were very proud to win.

I'm now in the process of looking at our induction process again to ensure we are continuing to be both innovative and learner centric, especially as we have only three weeks in which to cover our product training and a week 'live' to ensure our employees are compliant before starting their role. It is therefore imperative that we are presenting the necessary information in ways that are easy to understand and enable transfer of learning to occur quickly.

How are your inductions delivered? What methods do you use?

I'd be interested in learning what you do in your organisations


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  • Hi Mike, in a previous role I designed quite a few Induction courses. During the research we found that people want to know about your organisation as soon as they get the job offer. They often have a probationary period when they are keen to learn your values, history, products etc and when all their friends will be asking them about their new company. This is an ideal time to start their induction on-line, before they start work. We also found that HR tend to start people on a Monday whereas the line managers preferred people to start with them mid – week. The biggest concern new starters had we had was what to wear and where they would sit (just like school) so we arranged drop-in days to get a feel of the workplace before the first day at work. Some of the simplest things make a difference. Just some ideas – Regards Nigel
    • I really like the idea of people starting their learning as soon as they are offered the job either pre-reading or some more fancy type of online portal that could present information such as values or product information etc.

      When you have four weeks to deliver induction any head start you can get is a good one and can allow your learners to hit the ground running.

      Like you say sometimes the simple things make the biggest difference.
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