The induction is the first real opportunity new employees get to experience their new employer. If for example the trainer is no good or the facilitation lacks, new employees may quickly become bored and may even question their choice of employment. Induction training must be comprehensive, collaborative, systematic and coherent to be effective and make a positive impact with the trainee. According to TPI-theory, training should include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees. There are different ways in which different businesses conduct induction training in order to enable new staff and recruits to do their work. I.e. Starbucks, who ensure their induction is very practical to set the expectations of the job compared to the Exxonmobil Graduate schemes program which spans the first year of employment, with the bulk of the induction training happening in the first two weeks to ensure they have built up the background knowledge before learning about job or role particular training. The right balance of training will not be too intensive an information-giving session as this will be ineffective as individuals will start to lose concentration and may end up missing crucial information.
The induction process familiarises new employees with the business and the people. Induction training enables a new recruit to become productive as quickly as possible. The cost of not training is considered higher than the cost of training. The main advantage of induction training is that it can be brief and informative allowing businesses to save time and money on planning and conducting the training whilst supplying key information to new entrants. Induction training also helps to provide individuals with a professional impression of the company and its aims and objectives allowing new entrants to work towards these aims and exceed them.