On-the-job induction Line managers are responsible for the new starters! on the job induction into the requirements ofthe job their jmmediate work area and arvato in general, Human Resources have designed guideline notes and a checklist for managers on the activities, which should take place during the frst two to three weeks of employment. Line managers are also responsible for holding an informal review with the employee after three months 10 check how well they have settled into their job and the Company and how effective the induction has been. Human Resources Induction ‘Human Resources ace responsible for: ‘Meeting with the new employee to cover the formal aspects of employment such as conditions of employment (eg BPI Code of Conduct, confidentiality ete) and genesal polices and information, health and safety, txining snd development, etc; Providing the new employee with the Company's Induction pack; Introducing the Human Resources Team and outlining their responsibilities; ‘Along with ine managers, monitoring the effeciveness ofthe Induction Programme. Feedback and Review ‘Human Resources are responsible for gathering feedback on all the above mentioned induction programmes. Feedback on on-the-job induction will be gathered through the Manager's Induction Checklist, which contains a review section to be completed by the Line Manager and the new employee at the end of their initial induction period (the checklist must be serrned to Human Resources), 3.2.2 Promotion Policy ‘We try to provide all employees with promotional opportunities both to recognise their growth within the organisation and also to fll vacances internally. Vacancies are usually advertised intemally and anyone is free to apply for advertised positions. If you want to apply for a vacancy that has been advertised internally, you should inform your manager fst and then apply tO the Human Resources Department, Every intetnal candidate will be considered in line with the Company's recruitment policy and no one will be disadvantaged in ‘hele present position if their application is unsuccessful. 3.23 ‘Training Policy ‘We believe in planning for the development of our staff in order to match individual needs with out business objectives ‘The sims of our training policy ae to: ‘© sure that you are well prepared for the demands of your job and ate helped to achieve the highest standards of work performance; Assist you in developing inline with your potential and ambitions; Add to your enjoyment of yous job; © Enable you generally to fel involved in the company. Everyone hes a part to play in purnuing these sims but the prime responsibilty lies with you and your manager. ‘Through the employee review process, you are both responsible for identifying your training needs, communicating these to the Human Resources Department. “Teaning activity includes: © On the job trxining - you wil be thoroughiy tsined to do your job in your work setting © Off the job training - a variety of external training courses are available to help you improve your job performance (© Functional taining - courses designed to give you a deeper understanding of the specialist aspects of your job in areas such as finance, marketing and sales (© Management training - such as people management, leadership and coaching ‘agi 2008 tenuet 42