Introduction Programmes Reading Answers

May 29, 2025

Introduction Programmes is an IELTS Reading Answer that contains 10 questions and needs to be completed within 10 minutes. This reading answer also helps you to prepare for your IELTS exam. Introduction Programmes consist of questions like: Write no more than three words or numbers, Choose the correct letter. Participants should go through the IELTS Reading passage to recognise synonyms, identify keywords, and answer the questions. Also, the Introduction Programmes Reading Answers gives all the information about the induction program, which improves staff integration and retention. Candidates can use IELTS reading practice questions and answers to enhance their performance in the reading section.

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Topic:

Introduction Programmes

Every organisation, large or small, should have a well-considered programme to introduce new employees to the company and help them build a degree of familiarity with their new workplace. This is referred to as an 'induction' programme and includes two specific aspects - , orientation, which focuses on getting the new employer familiar with the office environment, and socialisation which covers the establishment of building working relationships with their new

colleagues.

However, designing an appropriate and cost-effective induction package can often be a huge challenge. A delicate balance has to be struck between providing all the information that new employees need (and are able to assimilate) without the employee being diverted from the essential process of integrating into their new environment.

The purpose of induction is to ensure the effective integration of staff into the organisation and research has shown that induction programmes increase staff retention. In order to provide a good induction programme, the following elements need to be considered:

Physical orientation - pointing out where the facilities are
Organisational orientation - showing how the new arrival how they fit in the organisation's strategy and goals
Health and safety information
Details of the organisation itself - history, products / services, culture and values

A clear outline of the job/role requirements and an explanation of the terms and conditions of employment (although this could arguably have already been covered in the interview process)

It is a common misconception that only new employees need an induction to the company. In fact, it has been proven that a specifically tailored induction can be of great value to current and former employees, such as those returning from long-term absence or maternity/paternity leave, senior appointments, or recently promoted staff. Tailor-made programmes should also be available for contractors brought in for a specific purpose. The dangers of not having an induction programme were identified in a Harvard study, which found that new employees did not really understand the organisation itself or their role in it, in turn leading to

poor integration into the team
low morale, particularly for the new employee
loss of productivity
failure to work to their highest potential

In extreme cases, the new employee leaves, either through resignation or dismissal.

The question of who should be involved in the creation and delivery of an induction programme is often left until to the Human Resources department, yet this has proven to lead to a generic 'one size fits all' type of induction, which has far less value than a more personalised approach. There will be slight variations between companies depending on size and variety of products or services, but the ideal approach seems to be an integrated induction requiring input from a number of areas within the company.

Typically, the inductee's future manager or supervisor will oversee the explanation of departmental organisation, the requirements of the job, the purpose and operation of any probationary period and other internal processes. Human Resources would cover those aspects typically referred to as 'housekeeping' - this would include ensuring all contact details, payment details etc. had been recorded accurately. Explaining legal health and safety issues could also be covered by the HR department, although (if one has been appointed) this would ideally be the Safety Officer's role.

Many inductions make the common error of getting the manager or supervisor to provide an escorted tour of the department and introduce fellow workers, yet it has been found to be more beneficial for team building to actually nominate a colleague with roughly equal status in the company. These people also have been found best to give day-to-day guidance in local procedures for the first couple of weeks, as it creates a mentor-like arrangement giving the new employee someone to ask questions without having to repeatedly report to the manager.

Having given an explanation of the department's role in the country, the direct manager should ideally then invite a senior manager to give an overview of the organisation, its history, products and services, quality system and culture. This allows the new employee to see the company as having a sense of horizontal integration.

Questions 20 - 24

Write NO MORE THAN THREE WORDS for each.

20. Induction programmes should consider orientation and …... of new employees.

Answer: socialisation

Supporting statement: "This is referred to as an 'induction' programme and includes two specific aspects - orientation... and socialisation..."

Keywords: [orientation, socialisation]

Keyword Location: {Paragraph 1, line 2}

Explanation: The induction programme focuses on orientation and socialisation to help new employees integrate into the workplace.

21. Need to balance between the information given and keeping focussed on …….. into the new workplace.

Answer: integrating

Supporting statement: "...without the employee being diverted from the essential process of integrating into their new environment."

Keywords: [diverted, integrating]

Keyword Location: {Paragraph 2, line 3}

Explanation: The text stresses balancing the information given with allowing employees to focus on integrating into the workplace.

22. Inductions can also be useful for …….. who are not directly employed but will be working with the company.

Answer: contractors

Supporting statement: "Tailor-made programmes should also be available for contractors brought in for a specific purpose."

Keywords: [contractors, tailor-made programmes]

Keyword Location: {Paragraph 4, line 4}

Explanation: Contractors who work with the company can also benefit from tailored induction programmes.

23. Research conducted in ………….. found that there is a link between morale and the induction programme.

Answer: Harvard study

Supporting statement: "The dangers of not having an induction programme were identified in a Harvard study..."

Keywords: [Harvard study, induction programme]

Keyword Location: {Paragraph 4, line 6}

Explanation: The Harvard study found a link between poor induction and low morale or other issues.

24. The ideal induction should not be handled by ...... alone.

Answer: Human Resources

Supporting statement: "...is often left until to the Human Resources department, yet this has proven to lead to a generic 'one size fits all' type of induction..."

Keywords: [Human Resources, one size fits all]

Keyword Location: {Paragraph 5, line 2}

Explanation: The ideal induction should involve multiple departments, not just HR alone.

Questions 25 - 29

Match a responsibility from the list with the correct role A-E.

A. HR department

B. Manager / supervisor

C. Safety Officer

D. Colleague

E. Senior manager

25. The ideal choice for getting to know other staff

Answer: D. Colleague

Supporting statement: "...it has been found to be more beneficial for team building to actually nominate a colleague..."

Keywords: [team building, colleague]

Keyword Location: {Paragraph 6, line 2}

Explanation: A peer colleague helps new employees connect with the team more effectively than the manager.

26. Responsible for collecting personal information

Answer: A. HR department

Supporting statement: "...‘housekeeping’ - this would include ensuring all contact details, payment details etc. had been recorded accurately."

Keywords: [contact details, payment details, HR]

Keyword Location: {Paragraph 5, line 6}

Explanation: HR is responsible for gathering the new employee's personal and payment details.

27. Covers aspects of law relating to the workplace

Answer: C. Safety Officer

Supporting statement: "...Explaining legal health and safety issues... this would ideally be the Safety Officer's role."

Keywords: [health and safety, Safety Officer]

Keyword Location: {Paragraph 5, line 7}

Explanation: Health and safety laws should be explained by the Safety Officer if one is appointed.

28. How the employee's immediate environment is structured

Answer: B. Manager / supervisor

Supporting statement: "...will oversee the explanation of departmental organisation..."

Keywords: [departmental organisation, manager]

Keyword Location: {Paragraph 5, line 4}

Explanation: The manager or supervisor explains the structure of the employee’s department.

29. The company's organisation and background

Answer: E. Senior manager

Supporting statement: "...invite a senior manager to give an overview of the organisation, its history, products and services..."

Keywords: [senior manager, organisation overview]

Keyword Location: {Paragraph 7, line 1}

Explanation: The senior manager introduces the broader organisational context to the new employee.

Check IELTS reading samples:

*The article might have information for the previous academic years, please refer the official website of the exam.

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