Staff Induction Programmes are important because after the interview, they represent the face of the organisation, its values and provides the new employee with the knowledge about how things operate. This article clarifies the benefits of induction, identifies those new employees who may need bespoke induction programmes, including school leavers and graduates, ethnic minorities and the long term unemployed. Induction programmes are critical to the integration of new staff members and the effectiveness of their contribution. Therefore, follow up is crucial. Details of an induction checklist and what areas should be covered and when is also provided.

All organisations depend on people to get things done. Often it is the combined effort of a group of individuals, which will influence the performance of department, and ultimately organisational, success. Managers need to develop an understanding of individual roles within their teams, including their own, to ensure that the team operates as its optimum capacity. This article provides a framework for self-assessment using the theories developed by Belbin to define individual team roles. This is a useful exercise to share the strengths of a team, identify any weaknesses and plan how any gaps may be addressed.

Managers have to depend on and trust other team members to get things done and contribute to the overall success of their department. Managers therefore need to ensure that their team works at its optimum level and can quickly isolate issues which might affect this. This article provides a model for managers to assess current team performance and gather essential information for developing effectiveness.

Organisations are constantly changing and need staff to react quickly and effectively, therefore investment in personal development is essential. Coaching is an effective intervention, which empowers individuals to develop new skills, enhance their performance and contribute to successful change. There are a number coaching models that will effect change. However, there are some essential rules, which all approaches should apply if the intervention is to be successful for the individual, the Coach and the organisation.

Personal Development is critical to the success of individuals and therefore organisations. Coaching and mentoring activities are just two personal development opportunities, which can ensure significant change in behaviour and performance. In order to determine the appropriate intervention, managers need to explore the key differences between coaching and mentoring so that the desired outcomes are realised.

If individuals do not know what they are supposed to be doing or more importantly how they are doing, effort and hard work can be misplaced. Managers need to develop key skills to assess the performance of their staff, which will help to motivate and support them in their work. An effective system, which is understood, simple and part of the culture will help to benefit individuals, teams and organisations.