Understanding the Induction and Onboarding of New Staff in Construction Course

Standard: CITB Short Duration Standard GET3322

Duration: Half day (4 guided hours)

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Course Aims

This course is designed to provide participants with the knowledge and understanding needed to support the effective induction and onboarding of new employees within a construction environment.

Participants will explore the main phases of onboarding, the legal and organisational information that should be included and suitable methods for monitoring a new employee’s progress. The course also considers the benefits of a comprehensive onboarding process for both the employee and the organisation and how its effectiveness can be evaluated.

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Course Prerequisites

There are no formal prerequisites for attending this course.

The course is suitable for practising and potential site supervisors, managers, team leaders and employees who are responsible for welcoming, inducting, supervising or supporting new members of staff within construction or the built environment.

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Course Objectives

Upon completing this course, participants will be able to:

• Describe the principal phases of an induction and onboarding process.
• Explain the difference between an initial induction and continuing onboarding.
• Identify the people who should contribute to the onboarding process.
• Explain how onboarding should be adapted to an employee’s role and experience.
• Identify relevant legal and organisational information that should be included.
• Explain the importance of providing suitable health and safety information, instruction and supervision.
• Identify suitable methods for recording an individual’s onboarding progress.
• Recognise when a new employee requires additional information, training or support.
• Explain the benefits of a comprehensive onboarding process for the employee.
• Explain the organisational benefits of effective induction and onboarding.
• Identify suitable methods for evaluating an onboarding process.
• Recommend improvements based on feedback and performance information.

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Course Content

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Module 1: Understanding Induction and Onboarding

• Course aims, learning outcomes and assessment requirements.
• The meaning and purpose of induction and onboarding.
• The difference between:
  • Organisational induction.
  • Site induction.
  • Role-specific induction.
  • Continuing onboarding and workplace integration.
• Why onboarding should be treated as a process rather than a single event.
• The responsibilities of supervisors, managers, human resources and other team members.
• The needs and expectations of a new employee.
• Adapting the process for:
  • Employees who are new to construction.
  • Experienced employees joining a new organisation.
  • Apprentices and young workers.
  • Temporary or agency workers.
  • Employees transferring to a different role or site.
• The potential consequences of an incomplete or poorly managed induction.
• Establishing a welcoming, inclusive and professional first impression.

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Module 2: The Phases of Induction and Onboarding

• Planning the onboarding process before the employee starts.
• Confirming that relevant checks and employment documentation have been completed.
• Preparing equipment, systems, access arrangements and workplace resources.
• Informing existing team members about the new employee’s arrival.
• Identifying who will welcome and support the new starter.
• Providing suitable pre-start information.
• The employee’s first day, including:
  • Welcoming and introducing the employee.
  • Explaining the organisation and its activities.
  • Introducing key people and workplace contacts.
  • Explaining the employee’s role and responsibilities.
  • Providing an overview of relevant policies and procedures.
  • Completing the required workplace or site induction.
• Role-specific induction, including:
  • Job requirements and expected standards.
  • Work processes and reporting arrangements.
  • Equipment, materials and systems.
  • Relevant hazards and control measures.
  • Required training and competence.
• Supporting the employee during their first days and weeks.
• Providing opportunities to ask questions and clarify expectations.
• Agreeing initial objectives and development requirements.
• Scheduling regular progress discussions.
• Reviewing progress throughout the probationary or introductory period.
• Confirming when the onboarding process has been successfully completed.

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Module 3: Legal and Organisational Requirements

• The importance of following current legislation and organisational procedures.
• Identifying the legal aspects that may need to be addressed during induction and onboarding.
• Relevant areas may include:
  • Employment terms and workplace responsibilities.
  • Eligibility and authorisation to work.
  • Health, safety and welfare.
  • Equality, diversity and inclusion.
  • Reasonable adjustments and individual workplace needs.
  • Working hours and rest arrangements.
  • Data protection and confidentiality.
  • Safeguarding requirements where applicable.
• Providing clear information about organisational policies.
• Explaining employee and employer health and safety responsibilities.
• Providing a suitable site-specific induction.
• Communicating relevant hazards, control measures and safe working arrangements.
• Explaining emergency procedures, first aid arrangements and accident reporting.
• Confirming required competence, qualifications and training.
• Providing appropriate information, instruction and supervision.
• Checking that the employee has understood important legal and safety information.
• Recording attendance and completion of mandatory induction activities.
• Protecting personal and confidential employee information.
• Recognising when specialist advice is required.

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Module 4: Recording and Reviewing Individual Progress

• Why onboarding progress should be monitored and recorded.
• Establishing clear onboarding objectives and expected outcomes.
• Selecting appropriate methods for recording progress, including:
  • Induction checklists.
  • Training and competence records.
  • Onboarding plans.
  • Learning logs.
  • Skills matrices.
  • Supervisor observation.
  • One-to-one meeting records.
  • Probationary or introductory reviews.
  • Employee self-assessment.
  • Electronic learning and completion records.
• Identifying who is responsible for maintaining each record.
• Recording information accurately and consistently.
• Keeping records confidential and secure.
• Scheduling suitable review points.
• Gathering feedback from the new employee.
• Gathering feedback from supervisors, colleagues and mentors.
• Checking progress against agreed objectives.
• Recognising signs that an employee may be struggling.
• Identifying gaps in knowledge, competence or confidence.
• Agreeing further training, coaching or support.
• Updating the onboarding plan when responsibilities or circumstances change.
• Confirming successful completion of the induction and onboarding process.

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Module 5: Benefits and Evaluation of Effective Onboarding

• The benefits of a comprehensive onboarding process for the employee, including:
  • A clear understanding of the role.
  • Increased confidence.
  • Improved workplace relationships.
  • A greater sense of inclusion and belonging.
  • Improved understanding of workplace standards.
  • Quicker development of competence.
  • Access to appropriate support.
  • Reduced uncertainty and anxiety.
• The benefits for the organisation, including:
  • Improved health and safety performance.
  • Faster integration into the team.
  • Improved productivity and quality.
  • Greater consistency in working practices.
  • Reduced errors and rework.
  • Improved employee engagement.
  • Improved retention.
  • Evidence that required information and training have been provided.
• The purpose of evaluating induction and onboarding.
• Establishing what a successful process should achieve.
• Methods of evaluation, including:
  • New employee feedback.
  • Supervisor and manager feedback.
  • Completion of induction activities.
  • Progress against initial objectives.
  • Time taken to achieve competence.
  • Training and assessment results.
  • Probationary review outcomes.
  • Employee retention information.
  • Health and safety or quality performance.
  • Review of questions, concerns and support requests.
• Comparing the experiences of different employees.
• Identifying missing, duplicated or unnecessary content.
• Reviewing whether information was provided at the right time.
• Identifying opportunities to improve accessibility and inclusion.
• Updating induction materials, checklists and responsibilities.
• Establishing a cycle of review and continuous improvement.

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Module 6: Practical Onboarding Exercise and Course Assessment

Participants will work through a construction-based scenario requiring them to:

• Identify the main phases of an appropriate onboarding process.
• Prepare activities for the employee’s first day and initial weeks.
• Identify the people who should contribute to the process.
• Select relevant legal and organisational information.
• Identify suitable health and safety induction requirements.
• Establish role-specific training and support needs.
• Select methods for recording and reviewing progress.
• Identify the benefits of the proposed process for the employee.
• Identify the benefits for the organisation.
• Recommend methods for evaluating its effectiveness.
• Identify possible improvements to the onboarding arrangements.

The module concludes with:

• A review of the principal learning points.
• Opportunities for final questions.
• Completion of the formal end-of-course assessment.

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Course Assessment

Delegates must complete a formal five-question end-of-course assessment covering all learning outcomes and assessment criteria.

The assessment covers:

• The phases of an induction and onboarding process within an organisation.
• The legal aspects that should be included in the process.
• Methods for recording an individual’s progress during induction or onboarding.
• The benefits of a comprehensive and effective process for the employee and organisation.
• Methods for evaluating the effectiveness of induction and onboarding.

Delegates must achieve a minimum score of 75% to pass the assessment.

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