(Solution) 7HR02 Recommendations to Improve the Effectiveness of Employee Induction Programme

Solution

Question 2

Recommendations to Improve the Effectiveness of Employee Induction Programme

Leveraging Technology

Utilising technology is one such imperative recommendation that can help enhancing the effectiveness of employee induction program at MOT. Employing the online or blended learning model can facilitate new employees to practice MOT’s organisational culture and values with ease while still enabling them to have flexibility and be engaged (CIPD, 2019). For instance, MOT can make engaging, high-quality videos which will present some distinctive aspects of its organisational culture. Virtual tours of the Ministry’s departments, behind the scenes in major transportation projects, and highlights of the Ministy’s annual celebrations, like the Saudi National Day, could all be essential (The National, 2024). This will allow the new hires to gain a deeper understanding of the values that drive MOT, and a sense of belonging even before they start their roles.

Besides videos, microlearning modules made available through Learning Management Systems (LMS) are also good for giving employees easily accessible, targeted learning material at their own pace (Díaz Redondo et al., 2020). For example, new hires could complete bite sized modules covering integral policies like traffic management protocols, or safety standards, and test their understanding through an interactive quiz. Badges or points would be given on completion of each module thereby making the process interesting and thereby motivating the new hires. By using these technologies, MOT can deliver an immersive and personal experience for employees no matter where they are, enhancing the effectiveness of induction programs (Javorcik et al., 2023).

Regular Follow Up

Regularly following up with new employees after their initial induction for the MOT is essential to integrating new employees successfully into the organisation (Abdallah & Alkaabi, 2023). A few weeks after induction, MOT managers should hold follow up face to face meetings with new employees. At these meetings, employees would be encouraged to discuss any challenges they have faced, like adjusting to a fast-paced work surrounding or trying to understand the MOT inter departmental workflows in a large and diverse environment (Rodeghero et al., 2021). For example, a new logistics employee may require further explanation as to how their role fits into wider transportation strategies and how to navigate the complex regulatory environment.

Additionally, regular follow‐ups allow managers to measure if the new employee is in line with MOT’s core values. Managers should talk with the employee about how the employee can contribute to the organisation’s overall goals and what the employee understands about the strategic goals (CIPD, 2024b). Additionally, managers should maintain availability to new hires during this early period. Open lines of communication allow employees to feel comfortable to ask questions, make sure goals and expectations are clear and know the long-term vision for their team (Jeske & Olson, 2021). This strengthens trust and communication in MOT and also shows the organisation’s commitment to creating a supportive and healthy environment for employee growth and eventual employee integration into the MOT. Regular follow-up sessions ensure that newly hired employees feel supported, aligned with MOT’s organisational goals and finally integrated in MOT’s culture together with the running operations. According to Kumar (2021), this has the potential to enhance retention, performance and increase the connection to the mission of the ministry.

Evaluating the Effectiveness of the programme

A structured approach to evaluate the effectiveness of the Employee Induction Programme at the MOT is necessary to determine whether the programme helps the organisation in meeting its objectives and in facilitating the integration of new employees. The following methods can be utilised;

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