This course is an induction training designed for new recruits for a bank.

The course is based on a travel theme and is driven by a mentor. The journey begins by issuing a boarding pass to the learner and starts from banks' global branches to the branches within India and further to the corporate HO and eventually concluding at the office desk allocated to the learner. During the journey, it talks about organization values, growth data, multiple setups, internal systems, and policies that govern the bank culture. The course is woven within a maze and the learner would clear the maze to proceed from one stage in the journey to another. During each stage, the learner would collect souvenirs by visiting various interactivities on course frames which would qualify him/her to attempt the maze game. To maintain learner interest, Stereoscopic 3D effects have been built on select screens and these provide a newness and an element of inquisitiveness to the induction program. Engaging videos, personalized welcome messages from department heads, rich media, and select screens in 3D ensure learner interest throughout yet cover the details in a cost and time effective manner.

People oriented Deployment, Promotion and selection policies Bank has formulated and put in place well documented and comprehensive deployment, promotion and selection policies oriented towards identifying the best talent and providing opportunities for fast-track growth and development. Some of the prominent HR policies put in place are

HR Resourcing policy Promotion policy for officers Transfer policy for officers Promotion policies for clerical and subordinate cadre Overseas selection policy

Talent identification & Grooming programmes Various programmes are being run by the Bank for grooming of officers in specialised areas of Credit, Forex, Treasury / Dealing, Wealth Management, for grooming of Branch heads, etc. Customised Leadership development programmes PROJECT LEAP: Bank has been a forerunner in initiating customised and focussed leadership development programmes for its operational and strategic leaders. Project-LEAP (Leadership enhancement and appreciation programme) was initiated by the Bank for grooming 300 leaders of the Bank and was implemented during the period 2007-2009. It involved systematic development of identified leadership competencies after running of an individualized assessment and gap analysis on those competencies for each participant. PROJECT UDAAN: This is a comprehensive leadership development programme initiated by the Bank covering almost 300 AGMs / DGMs and almost 1200 Branch Heads of Urban and Metro Branches. The design of each module encompasses a field and forum approach wherein the participants are required to attend classroom sessions on various aspects of leadership and apply the acquired learning to real business situations. The

classroom sessions are also designed to be very experiential with role-plays, activities, etc. reinforcing various leadership concepts in an off-site location coupled with coaching sessions in between. . HRNes (Human Resource Network for Employee Services) "HRNes" covers the entire gamut of human resources management function in the Bank currently being performed and also includes many new subfunctions. It comprises of four broad modules encompassing different functions:

Oracle Core HR Module, covering all current HR processes in the Bank; Fluous Payroll Module, - centralised payroll, payments of various benefits, perks, welfare schemes, terminal benefits, etc.; Employee Self-Service Module. Oracle Learning Management Module which includes training administration & e-learning; Various E-Learning modules are gradually being put on the system for employees to avail of and undergo these courses.

Employee performance management system A new Performance Management system has been formulated and implemented for all officers w.e.f. 2009-10 onwards. The new system enables a holistic approach to the issue of managing performance and does not limit to only an appraisal. It starts from performance planning and Goal-setting and takes it forward into performance review discussions, feedback and development. The new system is business-linked, highly objective and fully transparent, with individuals owning and managing their own performance themselves. Baroda Sujhav and ideaonline@bankofbaroda.com Idea channels for eliciting new ideas from employees with structured rewards provisions for the best ideas. Streamlined Induction schedule for all new joinees Bank has put in place a well-defined and properly structured induction programme, phase-wise for different batches of directly recruited officers, campus recruitees and newly recruited clerks, which is imparted through a mix of classroom and on-the-job training.

Role-change programmes and executive development programmes Executive Development programmes are being regularly conducted for newly promoted senior and top management people in conjunction with leading Business schools like ISB, Hyderabad, MDl, Gurgaon, National Institute of Bank Management, Pune, etc. Role change programmes are being conducted for newly promoted employees at Bank's internal training establishments which give them inputs on behavioural issues, soft skills, team work, leadership, etc. besides ways on how to cope with the challenges of the new role better. Grooming and etiquettes programmes Grooming and etiquettes programmes are being conducted for front-line employees and also for employees selected for overseas posting in order to improve their service levels and qualitative interaction with customers and various stakeholders better. SEED (Self efficiency and effectiveness development) programme being run for frontline staff of the Bank in order to improve their service skills and servicing efficiency.

Orientation or Induction is the first important step in the process of human resource management.It involves familiarisation of the newly appointed employees to the work environment of the organisation as well as to the fellow employees. Induction is a socialising process by which the organisation seeks to make an individual its agent for the achievement of its objectives. The new employees should be oriented to the organisation and to its policies, rules and regulations. An induction or orientation programme is designed to achieve the following objectives:

To build up the new employee's confidence in the organisation and in himself so that he may become an efficient employee.

To develop among the newcomers a feeling of loyalty towards the organisation.

To foster a close and cordial relationship among the employees.

To ensure that the new employees do not form a false impression and negative attitude towards the organisation or the job.

To give the employees the necessary information like facilities, rules etc about the organisation.

Generally, the process of orientation begins by taking the new employees around the factory and offices of the company. The supervisor gives new employees' introduction to the fellow

employees and provides the immediately needed information about others as well as about the organisation, so that he feels comfortable in the new surroundings. Lectures and discussions may be arranged to provide the necessary information and guidance. Handbooks,manuals and pamphlets may also be supplied for the orientation of the new employees. The information provided to the new employees, during the orientation process may include:

Brief history of the Company

Operations and products of the company

Company's organisational structure

Location of departments and employee facilities

Personnel policies and practices

Rules and regulations

Employee activities

Grievance procedure

Safety measures

Standing orders.

This orientation programme should not be very lengthy and it need not necessarily be given on the same day when the employees join the organisation. It may be given formally after some time. Also, in case of small firms, the induction programme is likely to be more informal and of short duration. While, in big organisations,it is more of the formal types and of longer duration which may extend upto two to four weeks. Orientation programmes may also be in the form of providing induction training to the new employees where they are familiarised with the work environment and the fellow employees; the new employees are taught basic techniques or methods to do the work for which they are recruited, etc. The Training Division of Department of Personnel and Training under Ministry of Personnel,Public Grievances and Pensions administers induction training programmes for newly recruited employees.

Making a job offer and getting new workers started What to include in an induction programme You should provide information to a new worker at a rate that allows them to understand it properly. Explain what the business does and how they fit in. You may like to arrange sessions with different members of staff so they can explain their role in relation to the business' activities. General areas to cover include: Administration You may need to provide the worker with:

details of any occupational pension scheme a copy of any procedures and handbooks any uniforms and standard equipment they will use

Terms and conditions of employment It is a legal requirement for employers to give their employees a written statement of terms and conditions of employment within two months of starting work, except for those employees who will be working for less than one month. It is a good idea to go through this during the induction and give them details of issues such as:

hours of work - including breaks sickness and holiday procedures disciplinary and grievance procedures

Use our interactive tool to create a written statement of employment.

Health and safety You are legally required to provide workers with any health and safety information they need to carry out their job safely. Provide them with a copy of the business' health and safety policy and get them to sign it once they have read it. You must inform them - preferably on the first day - of fire safety procedures and what to do if the fire alarm sounds. If there are particular hazards - eg in a factory or on a building site - you must ensure that new workers are made aware of them and what precautions need to be taken. It is a good idea to show the worker where they:

may smoke on your premises - if at all can read your drugs and alcohol policy

For more information, see our guide on smoking policies, drugs and alcohol abuse. If their job involves the use or operation of machinery, you must ensure that they are properly trained, that they understand any associated risks, and that they have appropriate safety equipment. Tour of the premises Show new workers where they will be working and the location of any facilities. Introduction to colleagues Introduce new workers to their team colleagues in turn, for example to:

their line manager those responsible for human resources and/or training

the health and safety officer trade union or employee representatives

Introduction to the job You should take them through what their job entails and how this fits in with the rest of the business. Equipment Make sure the worker knows how to operate any equipment they will be using and show them where spares, replacements and other materials they may need are kept. Providing a new starter pack It may be useful to put together a pack of information which can be given to new staff. It could be either sent when they have accepted the job or handed to the worker on the day they begin work. A new starter pack could contain information about the organisation, employment documents and facilities such as:

the latest annual report an organisational chart the latest staff newsletter health and safety arrangements their terms and conditions of employment - use our interactive tool to create a written statement of employment a copy of the staff handbook a diagram setting out the location of photocopiers, meeting rooms, eating facilities, lavatories and fire exits