IntroductionOnboarding training is the process by which individuals are introduced to a company or organization and made familiar with the relevant policies, procedures and objectives which should provide the individual with a clear understanding of organizations. culture and expected behaviors. Induction training can be both formal, such as a documented business process, and informal, such as a line manager or colleague providing advice or opinions about customers or suppliers. The goal of onboarding training is to help an individual quickly settle into a new company or position and can last from a few hours to a few weeks depending on the organization. Workplace inductionThe induction procedure The integration of a new Romec employee lasts twelve weeks. A document “Induction Guide To Best Practice” (appendix 1) is available on the intranet to help managers plan the integration of a new employee and adapt it to each individual according to their role and knowledge of the company. However, the onboarding process begins before the individual's first day. The supervisor must determine what equipment the employee will need, laptop, telephone, etc. and have these ready along with an email address and usernames and passwords for all relevant systems. The employee will also receive an HR pack before starting which includes: • Welcome letter • Copy of contract • Staff handbook • Onboarding check sheet (Annex 2) • AXA employee support information On the first day of an employee, it is expected that they will be welcomed by their supervisor and benefit from their first day of integration. A standard 'onboarding script' (Appendix 3) is provided by HR for line managers to ensure that policies and procedures are clearly explained to the new employee...... middle of paper . .....iours. Individuals may react differently when receiving feedback, but there are generally five stages: • Denial – usually with negative feedback, but can also occur with positive feedback. • Emotion – individuals may be angry or upset. • Justification – the individual tries to provide a reason for their behavior or performance.• Acceptance – the individual begins to accept, think about feedback.• Choice – the individual must make a choice, accept and change or not. Therefore, when giving feedback, it is important that it is constructive so that it motivates and encourages the individual. Even negative feedback, if delivered correctly, can be helpful and encourage an individual to make positive change. While negative feedback delivered inappropriately can have the opposite effect to that desired in that it demotivates the individual..