ABSTRACT
The induction process involves introducing new employees to the organization, the work unit, and their job responsibilities. Induction is a way for new employees to get to know their colleagues, establish a sense of belonging, and adopt its culture. The purpose of training is to improve employees’ knowledge, skills, and attitudes. Trainees should be selected for training according to their needs as well as the organization’s objectives. Concerning training and development, the universal design of learning and neuroplasticity have important design implications. The Universal Design for Learning consists of three networks: the recognition network, the affective network, and the strategic network. There should be different ways to represent information so that learners can acquire knowledge through multiple channels. Opportunities for multiple means of engagement should be planned to tap into learners' interests, challenge them appropriately, and motivate them to learn. Multiple means of expression should be allowed to provide learners with alternatives for demonstrating what they know. An evaluation of training programmes should be conducted to determine the participants’ reaction, the learning achieved, the modifications to behaviour that resulted, and the impact on work results after completing the training course.
