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Incorporate these professionally designed new employee briefing PPT slides to provide your new employees informative first glance at their new organization. Like you they are straight and direct. Check out our Presentation Design Services When you download this product, the downloaded ZIP will contain this product in both standard and widescreen format. You can similarly convert our content to any other desired screen aspect ratio. This PPT deck displays fifty-three slides with in-depth research. Our topic oriented Hr Induction Powerpoint Presentation Slides presentation deck is a helpful tool to plan, prepare, document and analyze the topic with a clear approach. We provide a ready to use deck with all sorts of relevant topics subtopics templates, charts and graphs, overviews, analysis templates. It showcases of all kind of editable templates infographics. Edit the color, text, font style at your ease. Add or delete content if needed. Download PowerPoint templates in both widescreen and standard screen. The presentation is fully supported by Google Slides. It can be easily converted into JPG or PDF format. Check our Presentation Design Services State Your Company Name and begin. Slide 2: This slide shows Contents of the presentation. Slide 3: This slide highlights the Content Company profile. Slide 4: This slide shows the executive summary of the company. You can make changes to this slide accordingly. Slide 6: This slide displays Our History with the help of a timeline. Slide 7: This slide shows the key financial highlights of the company. You can edit the graph accordingly. Slide 8: This slide displays the Growth attained by the company in recent years. Slide 9: A wholistic view of the company headquarter along with various locations in US are displayed in this slide. Slide 10: This is Our Achievements slide with related imagery and text boxes. Slide 11: This is an optional slide for Our Achievements. Slide 12: This slide highlights the Content work policies.
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Slide 13: This slide displays Monthly Employee attendance portal. You can edit this slide accordingly. Slide 14: This slide shows different types of Leaves and Holidays in the organisation. Slide 15: This slide describes various office timings. You can make changes accordingly. Slide 16: This slide describes the dress code followed in the office premise. Slide 17: This is another slide showing Office Dress Code. Slide 19: This slide shows Office Rules and Regulations with a complete list od Do's and don'ts. Slide 23: This slide represents Salary and Package with a detailed of the salary and other benefits offered by the firm. Slide 24: This is another slide describing Salary and Package. Slide 25: This is another slide continuing Salary and Package. Slide 26: This slide displays the breakdown of Employee Stock option in a tabular form. Slide 27: This slide displays the various Targets that are to be provided to the team and along with it various benefits to be given with them. Slide 28: This slide shows Medical Insurance and Benefits provided by the firm. Slide 29: This slide presents categories of Employee Awards and Accomplishments given by the firm. Slide 30: This slide highlights the Content Training Schedule. Slide 31: This slide shows Training Schedule with different stages and order of the training provided. Slide 32: This slide highlights the Content Team Introduction. Slide 33: This slide presents Team Introduction with names and designation. Slide 34: This is another slide on Team Introduction. Slide 35: This slide highlights the Content Required Documents for HR Process. Slide 36: This slide shows the Required Documents for HR Process. Slide 37: This slide highlights the Content Facilities and Welfare. Slide 38: This slide displays Facility and Welfare with a wholistic view of the office premise and facilities like pantry work stations has been displayed here. Slide 39: This slide highlights the Content Emergency Procedures.
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Slide 40: This slide shows Emergency Procedures describing various steps to be followed in case of an emergency. Slide 42: This slide shows a series of doubts and questions that the new employees might have regarding the workplace policies. Slide 43: This slide reminds about a 30 minutes Coffee Break. Slide 44: This is About Us slide to show company specifications etc. Slide 45: This is a Comparison slide to state comparison between commodities, entities etc. Slide 46: This is a Dashboard slide with additional text boxes to show information. Slide 47: This is a Financial slide. Show your finance related stuff here. Slide 48: This is a Puzzle slide with text boxes. Slide 49: This is a Lego slide with additional text boxes. Slide 50: This slide is titled as Post it. Post your important notes here. Slide 51: This is a Bulb or Idea slide to state a new idea or highlight information, specifications etc. Slide 52: This is a Venn slide with text boxes to show information. Slide 53: This is a Thank You slide with address, contact numbers and email address. Elaborate on inspiring examples. Real world insights, data and support.Hi, I don't have an Induction PPT, but I can provide you some points which you can add in your PPT. Hope these topics will help you.Hi Snehal, Please see the attached files on Induction and Orientation of New Employees. I hope these documents might give you useful hints in preparing your manual.Could u help me in designing a policy for using Cell phones for employees.Regards, Snehal:icon1:Dear ADNAN,Thanks for good sharing, SandraIf you want to continue this discussion or have a follow up question, please post it on the network. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy.If you continue browsing the site, you agree to the use of cookies on this website. See our Privacy Policy and User Agreement for details.If you wish to opt out, please close your SlideShare account.
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Learn more. You can change your ad preferences anytime. Why not share! Do you think that would change your life? ?? Company LogoVision-. Mission-Values-Foundation to till Date. Organization Structure. HR Policies and Processes. These forms must beThe HR department will make arrangements for your workstation, system, telephone and other requisites that would be requiredAll the employees are expected to wear clean and presentable clothes. The OfficeBeing on time is not just an organizational requirement, but also a reflection of our regard for discipline and punctuality. Working hours start from 9.30 a.m. to 6.30 p.m. during the week with a 30 minutes’ lunch break. There is an electronic system for monitoring attendance; you are required to scan your figure while moving IN and OUT ofWe strongly encourage you to share thoughts, suggestions, concerns, seek information, provide inputs and resolve. Managers are expected to listen to employees’ concerns, toHR Department who will always be ready to assist in any problem resolution.To avoid sexual harassment, maintain a safe working environment, and prevent and deter the commission of acts of sexualKRA’s with set of expectations will discuss with you by your Manager against which monthly reviews will be organize to track. Minimum period of confirmationYou can log on to the Employee portal by using your login ID and password (issued within a week of joining) and you will beAn opportunity to earn extra bonus and can contribute in creating the best team of qualified and efficient people, working forIN and OUTS.no. Subject Concerned Person ExtNow customize the name of a clipboard to store your clips. When working with Powerpoint (PPT file) or creating a presentation using another authoring tool, the slides and topics you create should consist of these core areas we discuss below.
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These are the most common topics and slides to include to make your employee induction presentation the most engaging and effective for new employees entering your workplace and for refresher inductions for existing staff each year.Here's the list of the best slides to include and what to say about each topic:Values: introduce your values to the new employee Goals: what are some of your core goals as an organisation Commitment to Employees: our commitment to you as your employer is. Code of Conduct: formalise the code of conduct Business Ethics: set the boundaries of your ethics Employee and Employer Confidentiality Agreement: establish a confidentiality agreement Non-compete Agreement: establish a non-compete agreement Site map: establish a map of the workplace Org Chart: outline the org chart Role introduction and job description Office hours Site access: how to access the workplace out of hours, opening hours Work uniform or office attire How to report an incident How to report a hazard It's a great way to see how you might create, design and deliver an online new employee presentation to your new startersPictures, animations, short bursts of learning Focus on the inductee experience, how do they interact with the content Keep content refreshed and updated. As your organisation grows, so should the content. As a role changes, the induction content should update too.You can opt out any time. Privacy Policy. More than 800,000 products make your work easier. Sign in to get FREE Downloads everyday.Thank you for your Feedback. Popular Albums Recommendation: New Year Chinese New Year Happy New Year Lunar New Year New Training China New Year News new year 2020 breaking news Popular Searches ppt training courseware training content Career planning corporate training new employee ppt plan company culture entry ppt background courseware summary plan company introduction Search Results Feedback What kind of products do you want to find.
Upgrade Now Free downloads unlocked You've unlocked Today's Free Downloads. More than 800,000 products make your work easier. Sign in to get FREE Downloads everyday.The theme of this material is PowerPoint,usage scenario is, Pik number is 153371, format is PPTX,it is recommended to open this file with Photoshop CC,this PowerPoint material is 28.52M, pik size is 1920x1080,Pikbest provides original attactive design templates for download,includes templates, design material and so on, source file can be downloaded,you can also change and edit the pictures and fonts in the file, all availabel for commercial use,download original design material on Pikbest. Thank you so much Reply Hide all 3 replies Michael Wang 23 min ago Nice work. Thank you so much Reply Michael Wang 23 min ago Nice work. Thank you so much Reply Michael Wang 23 min ago Nice work. Thank you so much Reply Michael Wang 23 min ago Becoming a regular contributor for a graphic design resource websites is not too complicated.The Pikbest Authorization differs upon different situations. For Full Edition of Pikbest License Agreement, please click here to the Pikbest License page. Go Premium How to attribute. Creating content takes a lot of time and effort, but we need from you is an attribution link. Choose the medium you’re going to use the resource for. Web For example: websites, social media, blogs, ebooks, newsletters, etc. Copy this link and paste it wherever it’s visible, close to where you’re using the resource. If that’s not possible, place it at the footer of your website, blog or newsletter, or in the credits section. Insert the attribution line close to where you’re using the resource. If it’s not possible, place it in the credits section. For example: “image: pikbest.com”. This cover has been designed using resources from pikbest.com Video Online video platforms (Youtube, Vimeo, etc.) Paste this link in the appropiate area of the video description.
Paste this link on the website where your app is available for download or in the description section of the platform or marketplace you’re using. GO PREMIUM and get access to over 1,743,900 designs with no attribution. Upgrade Now Free downloads unlocked You've unlocked Today's Free Downloads. Quickly customize this health and safety training video to calm fears, inform employees on the latest updates and offer actionable tips on how to move forward. Simply add your logo, swap company colors, and add personal contact information, such as HR email— and you’re ready to share an engaging guide with your entire company or organization. It’s important for employers to use good hiring processes, and for everyone to follow minimum rights and responsibilities. This section provides help in some key areas. Good induction sets the tone and expectations for the employee’s relationship with their manager and the organisation, and helps an employee understand the purpose, functions and tasks of their job so they can perform at their best. Sometimes too much information all at once can be hard to take in and retain. Responsibility for induction Managers or supervisors are usually responsible for the induction of their new employees, but others are often included at different points in the process, for example, a senior manager or the chief executive might give a presentation on the history, functions and services of the organisation to a group of new employees. Larger organisations might run induction programmes with lots of new employees from around the organisation. In all cases, the manager or supervisor and the employee should confirm expectations of how they will deal with each other and touch base at the end of the first day and from time to time to see if the employee has any questions and follow-up on any issues. Pre-induction Managers or supervisors need to think about what the induction programme will involve well ahead of the employee's start date.
They should also use this time to make sure that there is a workspace properly allocated and set up ready for their arrival. This may include such things as desk phone, IT equipment, safety equipment and tools, uniform, space in company-provided transport Induction programme A good induction programme will be specific to the organisation. It should cover information about the organisation, the job, and employee rights, responsibilities and benefits. A good induction process helps new employees settle in quickly and feel like part of the business. To help new employees feel welcome try to have time set aside or arranged for someone to spend time with them for the start of their first day, and have a desk or workspace in place and set up. They will appreciate the support, and your business will benefit. First impressions last, so make the first days on the job a positive experience. Induction information Induction information can be given through a mix of: It could include a follow-up once the employee has had a chance to settle in; this is so that the employer can answer any questions or difficulties the employee might have and make sure that the employee hasn’t developed bad habits by incorrectly doing tasks. What induction programmes must include. Make sure the employee has the necessary knowledge and experience to do the job without causing harm to themselves or other people. If they don’t have enough experience, have an experienced person supervise them. Even if they have used the equipment before, ask to see their certificates and check that they are using equipment properly. They will perform best when they have the right skills, know what they’re supposed to do and how their role affects the business as a whole. They will also advise ACC that you have become an employer. What induction programmes often include Give them a copy of the contact details to keep at home.
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Supervisors and workers are responsible for reporting and taking action on unsafe conditions and acts as they are encountered. The frequency of planned formal inspections may be set out in legislation. Records of previous accidents and the potential for serious accidents and injuries are factors to be included when determining if more frequent inspections are needed. Joint health and safety committee members are obvious choices of personnel to carry out formal inspections, especially if they have received training or certification. Other criteria for selecting the inspection team are: Knowledge of regulations and procedures. Knowledge of the hazards in the workplace. Experience with work processes involved. Pre-planning any inspection is always worthwhile. Documents, such as previous inspections, accident investigations, maintenance reports, and committee minutes, should be consulted. If a checklist is to be used, it should be reviewed and changed to meet specific needs of the workplace. Checklists are useful aids in that they help ensure that no items are overlooked in an inspection. This inventory itemizes parts and items that may result in a serious accident if they fail. While many ready-made checklists are available in safety literature, it is best to adapt these to local conditions. The joint health and safety committee should participate in the preparation of these tailor-made checklists. If a hazard that poses an immediate threat is discovered, preventive action must be taken right away, not after the inspection. Notes are made, specifying details of the hazard, including its exact location. In this way, priorities for remedial action are established. Causes, not symptoms alone, must be rectified. Corrective action should be taken immediately, with the emphasis on engineering controls, management failures, or need for worker education, whatever applies. To whom it will be reported. How it is reported. Which incidents are investigated.
Who will investigate them. What forms are used. What training investigators will receive. What records are to be kept. What summaries and statistics are to be developed. How often reports are prepared. Accidents and incidents are investigated so that measures can be taken to prevent a recurrence of similar events. After causes have been determined, prompt follow-up action is required to achieve the purpose of the investigation. When such events occur, the urgent need for rapid decisions, shortage of time, lack of resources, and trained personnel can lead to chaos. The objective of the plan is to prevent or minimize fatalities, injuries, and damage. The organization and procedures for handling these sudden and unexpected situations must be clearly defined. The development of the plan follows a logical sequence. Compile a list of possible hazards or scenarios (for example: fires, explosions, floods). Identify the possible major consequences of each (for example: casualties, damage). Determine the required countermeasures (for example: evacuation, rescue, firefighting). Inventory the resources needed to carry out the planned actions (for example: medical supplies, rescue equipment, training personnel). Based on these considerations, establish the necessary emergency organization and procedures. Communication, training, and periodic drills are required to ensure adequate performance when the plan must be implemented. The OSH program must include the following information: Location of first aid stations and medical facilities. Identification of first aid attendants. Identification of other staff trained in first aid. Policy on pre-employment and follow-up medical examinations. Procedures for transporting injured employees to outside medical facilities. Provision of first aid training. Procedure for recording injuries and illnesses. A policy on return to work after a lost-time accident might appropriately be included in this section of the program.
In general, if injured workers are offered alternative employment: The work should be suitable and productive. The worker's physician must agree that such employment will not harm the worker or slow down the recovery. The worker will pose no threat to other workers. The policy is applied to off-the-job injuries as well.Safety awareness can be enhanced by: The setting of realistic goals and monitoring progress. Distribution of all pertinent information. Individual recognition for superior performance. Continuing education and training, including general meetings, tailgate talks, and one-on-one coaching. Examples of such items are: Workplace Hazardous Materials Information System (WHMIS). Lock out procedures. Confined space procedures. Hot-work permits. Material handling rules. Plant maintenance. Fire safeguards. Vehicle safety rules. Off-the-job safety. Working alone guidelines. Personal protective equipment requirements. Engineering standards. Purchasing standards. Preventive maintenance. The key to success is the manner in which the program is implemented and maintained. Senior management must demonstrate commitment and support the program by: Providing resources such as time, money, and personnel. Ensuring that employees receive training or certification as required. Making all applicable health and safety information available to all employees. Including health and safety performance as part of employee performances appraisals at all levels. Attending health and safety meetings. The program must be communicated to all employees. Special emphasis should be given to new workers, newly appointed supervisors, and new members of the joint health and safety committee. Revisions to policies and procedures should be publicized. The program should be available in a single written document.Cases of occupational disease are often under-reported in these statistics. The emphasis is usually on injury-producing accidents, not all events.
An audit uses a checklist in which each element is subdivided into a series of questions. Each question is given a weighting factor depending on its importance. Records, observations, interviews, and questionnaires are used to evaluate performance for each sub-element. A number of audit systems are available. Annual audits appear to be more common, but reviewing critical elements in the program more frequently may be advisable. The audit team, which should include representation from the joint health and safety committee, must receive appropriate training in audit procedures. The audit identifies weaknesses in the health and safety program. Little is achieved unless a procedure is established to ensure prompt follow-up on deficiencies. This procedure should include provision for target dates for remedial action and checks to confirm completion. Contact us to let us know. CCOHS is not liable for any loss, claim, or demand arising directly or.