HR in Practice: A Guide to Onboarding & Induction

In our last articles for the HR in Practice series, we have covered the entire hiring journey from HR Planning all the way through Offer and Negotiations. We have successfully selected and hired our ideal candidate. The next important step in HR is Onboarding and Induction.

Onboarding & Induction

This is the most fragile moment in the entire employee lifecycle. The work isn't done. The real work of building a loyal productive and engaged employee has just begun.

First Things First: What is Induction vs. Onboarding?

These two terms are often used interchangeably but they are not the same thing. As a rising HR professional your ability to separate them is key to building a great process.

• Onboarding is the ENTIRE PROCESS. It's the long-term strategic journey of integrating a new hire into the company. It starts the moment they sign the offer and can last 90 days six months or even a year. Onboarding is about Connection Culture and Performance. It’s the manager check ins the buddy system and the 90-day plan.
• Induction is a KEY COMPONENT within onboarding. Induction is the formal program designed to give new hires the core information and tools they need to begin. It's focused on Compliance and Clarification.

You are perfectly correct that this isn't always a one-day event. In a small startup induction might be a half day meeting. But in a large cooperative manufacturing plant or public sector organization a formal Induction Program can last 7 to 10 days. This comprehensive program might cover company history bylaws detailed safety protocols quality standards and department specific training.

A great Onboarding process ensures the employee feels connected to the team. A great Induction program ensures the employee is compliant safe and knows how to do their job.

A Quick Note: Induction vs. Onboarding

It's critical to remember the difference between these two terms:

• Induction is a formal program (like your 7 to 10 day training). It's an event focused on compliance policies and core information. It gives a new hire the "what they need to know" to be compliant and safe.
• Onboarding is the entire strategic process (lasting 90 days or more). It's the journey focused on connection culture and integration. It’s the "how they belong and succeed here."

Think of it this way: Induction is a key part of the Onboarding journey.

Before Day One: The Pre Joining Formalities

A smooth Day One always begins a week before. A key part of your job is to complete as many joining formalities as possible before the new hire walks in. This makes you look organized and makes them feel prepared.

• External Formalities (For the Candidate):
• Send a clear email requesting digital copies of all necessary documents. This includes ID proofs (like Aadhar or PAN card) educational certificates and bank account details.
• Have them digitally sign the formal offer letter and employment agreement. This confirms their acceptance and gets the legal part done.
• Internal Formalities (For You):
• Coordinate with IT: The laptop must be ordered the email address created and all necessary software access granted.
• Coordinate with Admin: The ID card must be printed and the workstation or desk must be assigned and clean.
• Inform the Team: Let the team and the front desk know a new person is starting.

Why This Process is So Critical

As a rising HR professional this is where you can show immense strategic value. A great hire with a bad onboarding experience will leave. A good hire with a great onboarding experience will thrive.

• It Drives Retention: Studies show a huge percentage of employee turnover happens in the first six months. A structured onboarding process is the number one tool to fight this.
• It Accelerates Productivity: The goal is to shorten "time to productivity." A good plan gives them a clear path to their first "win" instead of leaving them to "figure things out."
• It Embeds Your Culture: This is your first and best chance to show your company culture. Are you collaborative? Are you supportive? Are you organized? The process is the proof.
• It Reduces Managerial Stress: When HR owns the process (the Induction the checklists the check ins) the manager can focus on the person and their performance.

What to Ensure: A Practical 90 Day Plan

This framework shows how Induction fits inside the larger Onboarding plan.

• Phase 1: Day of Joining (The Welcome & Induction Start) This is where you handle the remaining compliance and begin the formal program.
• Warmly welcome the new hire.
• Complete the final Day 1 Formalities: Verify original documents and get any "wet ink" signatures needed for the official employee file.
• Hand over the keys: Provide their laptop ID card and a welcome kit.
• Officially begin the Induction Program whether it's your 1 day version or the 10 day comprehensive training.
• Phase 2: The First Week (The Foundation) This week is all about the formal Induction Program and basic orientation. The new hire is in "learning mode." They are absorbing information on policies safety and company history. They are also meeting their manager and team.
• Phase 3: The First 30 Days (Integration) The formal Induction may be over, but Onboarding is in full swing. The employee is now at their desk trying to apply what they learned.
• HR's Role: Schedule a 30-day check in. "How are you feeling? Do you have all the tools you need? Is the job what you expected?"
• Manager's Role: Set clear 30-day goals and have weekly check in meetings.
• Phase 4: The 90 Day Mark (Full Integration) This is the traditional end of the "probation" or "onboarding" period.
• A formal 90 Day Review is conducted by the manager and HR.
• The employee should now be feeling confident and becoming a productive member of the team.

How Your Method Must Adapt (HR in Practice)

This is the key. Your program must match your organization's culture.

In a cooperative or public sector organization your Induction Program is king. It will be long (perhaps 7 to 10 days) formal and structured. You must ensure it is delivered consistently to every single employee. The priorities are compliance fairness and organizational history/bylaws.

In a fast-moving private startup, the Induction might be a half day paperwork session. The main priority is Onboarding. The focus is on connection and speed. They will use a buddy system and informal check ins to get the new hire contributing fast.

Neither style is wrong. Your job as a rising professional is to understand your organization's culture and build a process that serves its main priority.

At the last..

Onboarding is your first promise to the new hire. A good offer gets them in the door. A great onboarding experience is what convinces them to stay.

I'm genuinely interested in what you all do. What's the one thing your company does that makes new hires feel truly welcome? Let's share our best practices in the comments below.

By Mit I HR Professional