HR policy - Introduction and integration

We aim to integrate new employees into projects quickly and effectively.

• New employees are assigned to an experienced colleague who is their Personal Integrator for the business and technical integration of the employee.
• New employees are introduced both to their own centre and to theInstitute as a whole through participating in the Institute’s common introduction activities.

The employee and the Personal Integrator work together on integrating the newly recruited employee. The employee’s drive, commitment and motivation will largely determine how well the employee gets on at the Institute.   

Further explanatory comments from Janice Dyrlund Høst, Section Manager

In the Centre for Conferences we consider the induction of new employees as one of the most important parameters of success. Introduction and integration are first and foremost processes which require resources as well as a certain structure. But successful integration is also an indicator of how well the centre as a whole is functioning.

In the introduction phase we put a lot of effort into making sure that the physical framework is in place from the first day. This means that “details” such as name plates, business cards and keys have already been ordered and there is a welcoming bouquet of flowers in the office. In this way we signal that we have looked forward to the arrival of the new employee, and that we have spent time on preparing for it.

In order to ensure a successful introduction and integration we draw up a plan for the first three weeks. The purpose of this plan is to smooth the way for the new employee right from the first day by introducing them to their new job, meeting key staff – e.g. the centre manager and morning meetings with the divisional directors – as well as attending the personnel department’s intro-meetings. 

We start the first day with a tour of the Institute when the new employee gets a chance to say hello to colleagues and key staff. In addition, the new employee gets their first task, so that they feel a part of the centre right from the first day. 

At the start of the introduction course, some time will be set aside for a chat with the centre manager about the centre and about the Institute as a whole. Moreover, we spend a lot of time talking about the centre’s values and visions as well as formal and informal rules, thereby ensuring the new employee can identify themselves with the centre.

We take the role of Personal Integrator very seriously. We actually regard the scheme as a kind of “apprenticeship” in which our primary role is to function as a mirror and adviser for the new employee. This demands quite a lot from the Personal Integrator, also with regard to other colleagues, but it is a task that people very much enjoy doing and which contributes to developing the person both professionally and personally. 

We are a centre peopled with dynamic and enthusiastic employees – we take this as a sign that our introduction and integration schemes have worked well. The role of Personal Integrator is under constant development as we put a lot of emphasis on feedback and evaluation of the course from new employees so we can keep on improving and developing.