INDUCTION AND ONBOARDING IN LIS
Induction and Onboarding (IO) in the LIS Department has reverted to a 6-month programme in line with Corporate requirements. To support the implementation of the revised programme, the Education and Training Development (ETD) team has updated the IO manuals and distributed them to line managers. These resources will provide guidance to help ensure a consistent and supportive onboarding experience across the department.
The updated manuals will also be made available on SharePoint once the migration to the new LIS Portal has been completed. This will provide managers and staff with easy access to the latest onboarding resources and information.
UNDERSTANDING THE CONCEPTS
The concepts, “Induction and Onboarding” are often used interchangeably, yet they are different steps in a continuum to ensure that a new employee is integrated into an organisation. The following are simplified definitions of what each involves: Induction: Introduction to the organisation and position. Induction is sometimes also referred to as Orientation. Onboarding: Organisational socialization, which is “… the process by which newcomers make the transition from being organizational outsiders to being insiders” (Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007, p. 707). From the above it is clear that Induction/Orientation is short-term and Onboarding long-term.
IO VS PROBATION
IO runs concurrently with the CCT Corporate Induction and Probation. The Municipal Staffing Regulations has made probation compulsory for all staff. The CCT Probation Standard Operating Procedure currently only focuses on T14 and above. Once Corporate Human Resources has updated the SOP and clarified the probation process for T13 and below, the LIS IO Manuals will be updated again.
Understanding the Purpose
The purpose of IO is to ensure that the new employee is integrated into the organisation smoothly and swiftly. LIS IO is designed to ensure just that. IO manuals guide managers in planning and structuring the IO of their new employees. The IO programme is approved by the Library Management Team, so that LIS line managers implement a common process for the induction and onboarding of new staff members.
BENEFITS AND IMPACT OF EFFECTIVE OF INDUCTION AND ONBOARDING?
Faster Time to Productivity
According to Neelakandan (2026) if onboarding is designed well, employees will become productive sooner as they became familiar with the organisation’s culture, processes, and tools early on. They learn quicker and are able to take on their tasks more effectively from the start.
Higher Levels of Engagement
If employees are onboarded effectively, they tend to have higher levels of engagement (Neelakandan, 2026). They see themselves as part of the organisation and are more eager to engage with their work, colleagues and the organisation.
Building Organisational Culture
Effective induction and onboarding play pivotal roles in building and maintaining strong company cultures (Russell, 2023). IO helps the employee understand what it means to be part of the organisation. New employees learn the organisational values and what is expected from them, which enables them to align their own work ethics and behaviour (Russell, 2023).
Greater Job Satisfaction
If employees are supported in their early days, they feel valued, which leads to greater job satisfaction. They are also more likely to be motivated and committed to their roles (Neelakandan 2026).
Improved Retention
Effective IO contributes to employee retention. A positive onboarding experience increases employee loyalty, thus reducing early turnover (Neelakandan 2026).
WHO SHOULD RECEIVE INDUCTION AND ONBOARDING?
The following categories of staff should all undergo IO:
- individuals that are new to the City
- individuals who have previously worked for the City and are rejoining
- individuals moving departments within the City
- staff moving to a new position within Department, e.g. a Courier becoming a Clerk, a Librarian becoming an LIC, etc.
- staff doing a transfer in the same position, e.g. Librarian moving from Sea Point to a Librarian’s post in Langa
For staff doing a transfer in the same position, a light IO process will be followed to help the new staff member integrate into the new team and for the line manager to get to know the staff member to effectively manage him/her.
CONCLUSION
In reality, onboarding cannot be concluded within six months, but the IO programme provides the new employee with the opportunity to be integrated in a structured and planned manner. The LIS ETD Section offers a workshop for new managers on How to Conduct Induction and Onboarding. The workshop is also open to all line managers as a refresher course.
By the Education, Training & Development Unit (ETD)