Découvrez ce qu’est la formation initiale, son importance et comment créer un programme d’intégration qui présente aux nouveaux employés tout ce qu’ils doivent savoir.
La formation d’intégration, également connue sous le nom d’onboarding, est le processus systématique d’introduction des nouveaux employés aux tenants et aboutissants de leur travail. Il s’agit de l’organisation, de sa culture, de ses politiques et de ses procédures. De cette manière, la transition se fait en douceur et les nouveaux employés disposent de toutes les connaissances nécessaires pour réussir dans leurs nouvelles fonctions.
Most induction programs draw from three core types, often delivered in sequence during the first days of employment. It’s meant to deliver effective training management and ensure new hires are properly introduced to their responsibilities.
General induction covers the organization as a whole: its mission, values, culture, and the administrative policies every employee needs to know. This type applies to all new hires regardless of role and sets the context for everything that follows.
Role-specific induction focuses on the knowledge, tools, and responsibilities unique to a new hire's position. A machine operator on a factory floor needs hands-on training for the equipment they'll use. A retail team member needs to know the point-of-sale system, returns policy, and store procedures. This type of training is always tailored to the individual and their function.
Safety induction covers the health and safety obligations specific to the workplace: hazard identification, emergency procedures, PPE requirements, and industry-specific compliance standards. In high-risk sectors like construction, mining, and manufacturing, safety induction is often a legal requirement before a new worker can begin on-site.
A structured induction program does more than get new hires familiar with their responsibilities. It shapes how they approach safety, how quickly they contribute, and how long they stay. According to SHRM, employees who experience effective onboarding are nearly three times more likely to say they have the best possible job. That's a clear signal that the first weeks of employment shape long-term retention and engagement, not just initial task competency.
Beyond retention, induction training gives new employees a clear picture of their role, the team they're joining, and what's expected of them from day one. That early clarity reduces costly mistakes during the adjustment period and helps new team members get up to speed faster.
It's best for companies to create an induction training program tailored to their values, policies, procedures, and more. This is why every onboarding program is different. That said, there are certain key components you must have in an induction training program, which include the following:
The program should start with a welcome that orients new hires to the organization: who the company is, what it stands for, and how the team operates day to day. A strong first impression reduces anxiety and gives new employees the context they need before learning their specific role.
New hires need a clear understanding of what they're expected to do, what success looks like in their role, and how their work connects to the team's broader goals. Clarity here reduces early mistakes and helps new employees prioritize from the start.
Covering the rules that govern how the organization operates — the code of conduct, working hours, leave policies and procedures, and reporting processes — gives new employees the guardrails they need to perform their role effectively and with confidence.
It's best to facilitate a new member's introduction to the team. Introducing new hires to their direct team and key contacts across the business helps them build working relationships faster. It also removes the social uncertainty that slows down early performance.
New employees should be briefed on every system, platform, or piece of equipment they'll use before they're expected to operate it independently. Mitti Training helps teams deliver this at scale with trackable modules tailored to each role.
For many industries, this step is a legal requirement, not just a best practice. In the US, OSHA mandates that employers provide safety training before workers are exposed to workplace hazards — with specific requirements covering construction, manufacturing, and general industry. Including this in your induction program and documenting completion protects your workers and reduces your organization's regulatory exposure from day one.
New employees should know from day one how to raise a concern, ask a question, or flag a problem. Introducing the company's feedback channels during induction builds psychological safety early and makes it less likely that issues go unreported.
New hires should know who to go to when they need help and what support is available as they settle in. A clear support structure reduces early turnover and gives new employees the confidence to keep asking questions as they adjust to the role.
Establishing an effective induction training program can be challenging, and the best approach varies from organization to organization. However, there are some things that you can keep in mind during implementation to increase your chances of success. Here are some tips to help you during your employee onboarding program:
Create a plan that defines your objectives, timeline, and content of the program.
Use interactive teaching methods to keep employees engaged.
Personalize and tailor the content to the specific needs of the job and employees.
Encourage making connections with other team members and trainees to establish camaraderie.
Listen to employee feedback and make necessary changes to create the best possible induction program for new hires.
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