An induction process is a process that allows the employee to fully understand the values, principles and objectives of the company. It is designed for new employees and for employees taking on a new role within the company. It helps to understand what the company expects from the employee. An onboarding process gives the employee a clear vision of the company and provides him with all the information necessary to carry out his task. • Helps the employee to work effectively in a short time, following the directions provided. • Helps to motivate a person providing him with an understandable level of knowledge to do the job.• An induction process helps him broaden his skills.• Gives the employee a feeling of welcome, making him feel valuable.• Reduces the exit rate, which leads to a cost additional for the company.• Improves the quality of the workforce and the workplace.• A training course explains all the legislation to the employee.• The employee will understand his role within the company.• The employee will follow the company values ​​and rules.• 1.2 Organizational procedure for induction An induction process should be prepared for each employee on an individual basis. The onboarding process within our company lasts at least 12 weeks. The insertion should have 5 main phases:1. Before we start. • The company informs the employee about his role. • The manager informs the employee and HR about the start date. • Human Resources will send an induction package to the employee which contains: a welcome letter, an employment contract, an employee handbook, occupational health information and a list of induction tips. Inside the package is a copy of the manual management training and all relevant company policies.• Prepare... center of the sheet... coaching feedback should be: Specific Problem-focusedObservation-based • Positive feedback: To give an employee a good evaluation. • Negative feedback: To give an employee a rating explaining what improvements are needed. When receiving constructive feedback, people tend to react in different ways: • Denial • Emotions • Justification• Acceptance• ChangeWhen giving constructive feedback about coaching, we should be specific. We should set an example of how someone else does it. It should be stated how long it will take to make improvements. We should avoid criticism during feedback as it may disrupt the good relationship between coach and mentor. Constructive feedback provides the opportunity for discussion after the person has received the feedback. More information regarding the induction process can be found on the company intranet.