BTSR guidebook ~ Training & skills self-evaluation
GMG Radio Holdings – Induction Programme
| Date: | June 2009 |
|---|---|
| Contact: | Jill Johnston |
| Telephone: | 0161 886 8700 |
We have a high impact induction programme, which has been designed to operate at group, station and departmental level. Each induction programme is tailored to the needs of the individual and is linked in to the requirements of their probationary review to ensure they have all the tools necessary to succeed within their probationary period.
A typical employee will undertake an induction which is designed to familiarise them with all aspects of the business, not simply those that have a direct impact on their role. This is followed up with an intensive on-the-job induction so that the employee receives full familiarisation; the level required will depend on their background and experience and will be tailored specifically. This is undertaken immediately they join the business. We have recently relaunched this and branded it “WOW”. It now contains much more structure for the stations to follow and tailor.
We have also re-examined the induction we offer our commercial employees and now offer a one-to-one style induction with our Group Head of Commercial Training; this offers another layer to an already extensive induction programme.
We also have a corporate induction, which is held at HQ once a quarter. We bring together all new starters during that period so that they can experience an extensive briefing of the business.
This includes involvement from the most senior Managers in our organisation and is designed to provide background on the mission and values of the business, so that they understand the culture and know what is expected from all employees at GMG Radio in terms of behaviours and how we go about our day-to-day business as employees. They also receive an insight into the commercial, programming, marketing, interactive, news and HR elements and we blend together presentations, practical sessions, Q and A sessions, video and audio input.
We formally evaluate our training through questionnaires and can demonstrate how we have used the feedback to amend the programmes as necessary. We monitor how many people leave the business during their probation as a measure of success. We aim to get 90% of our new employees onto this programme and have successfully achieved this to date.
We believe the induction to be essential in the integration of new employees into our business and we believe it helps them appreciate our culture and expectations of them as employees.
Pure training costs are low, however, there is a cost associated with the corporate induction and some familiarisation across group functions due to travel and accommodation costs.
Induction carries a huge investment in the time of both the new employee and all those who take the time to contribute to their induction at job, station and corporate level, however, our experience tells us this is far outweighed by the benefits we gain from properly welcoming new people into our business.
