INDUCTIONPROCESS Coffeevillehave an on boarding program that is implemented and monitored by the HR team. On thefirst day of employment, employees are shown around the business and attend ahalf day presentation that covers the basics of the business includingemergency exits and muster points. This presentation also consists of runningthrough all Policies and Procedures that Coffeeville align with introducing thenew Employee to their team and a copy is given for their records.
Eachemployee is introduced to a ‘buddy’ that will be able to assist them and makethem feel more comfortable during their early days. These buddies usuallyblossom into great work relationships and this step should not be underestimated. Managersare required to meet with the new start on a continual process in the earlyweeks and catch ups should be a minimum of two per week. It is important thatthe employee feels supported and valued and isn’t afraid to ask for help.Aftertwo weeks, the Manager is to start to introduce small objectives and set upmonthly meetings to discuss any concerns or feedback.
Theprobation period is three months and the HR team is to send out formal correspondenceby no later than fourteen days prior to this date. It should be noted that anyconcerns should be dealt with when they arise and shouldn’t be left to beaddressed at the three month mark. Employeesthat pass the probation period are rewarded with a team lunch provided by thecompany and a pre-purchased coffee and cake card to the value of $50.00. It isimportant that staff understand the role that they play in the success of thebusiness and recognition shouldn’t go unnoticed. It isalso important that the induction process is monitored and continually improvedtherefore employees and managers are asked to provide feedback which is sentout via email through survey monkey.
This was previously a manual process butwith the improvement to technology, this website is now used.
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