In the talent management universe, the new
employee orientation and
mainstreaming process is known as employee onboarding. Keeping in mind that you never get a second
chance to make a first impression, your business should make absolutely sure
that new hires feel cheerful welcomed, valued, and prepared for what lies ahead
during your new employee
orientation or onboarding process. “Get
employees on the right track through targeted training and goals. Provide the
right resources at the right time so employees become faster and more effective
contributors”
- Accelerate ramp-up time of new hires
- Enable more efficient new hire orientation
- Make the onboarding process easier and more effective for new employees
- Reduce administrative hassle
- Simplify transition management
Onboard
and engage employees throughout the entire lifecycle:
After the recruiting and hiring process, organizations are
faced with the challenge to engage employees, help them achieve productivity
faster, and manage various transitions—all while managing costly turnover, more
retirements, and an incoming millennial generation. In order to stay focused on
employees, reduce costs and administrative burdens, organizations need a
holistic approach to welcoming new hires and managing key employee transitions.
Precise Onboarding delivers a unique
approach that goes beyond day one and delivers the right resources,
connections, and tools—at critical points across the employee lifecycle.
Employees become engaged with your culture and achieve faster productivity
through connections with colleagues, learning resources, and targets.
Onboarding documentation is managed through a centralized portal that’s
accessible to all employees.
Onboarding matters for every
employee:
Talent
teams face challenges with effectively onboarding new employees
and helping them achieve productivity faster. Organizations
need a holistic approach to welcome new hires and set the stage for developing
to their full potential. Accurate Onboarding goes beyond day one to
deliver the right resources, connections, and tools. Now it includes one more
important part and that is New employee
orientation.
New employee orientation is
the process you use for welcoming a new employee into your organization. New
employee orientation, often spearheaded by a meeting with the Human Resources department, generally
contains information about safety, the work environment, the new job
description, benefits and eligibility, company culture, company history, the
organization chart and anything else relevant to working in the new company.
New employee
orientation often includes an introduction to each department in the company
and training on-the-job. New employee orientation frequently includes spending
time doing the jobs in each department to understand the flow of the product or
service through the organization.
Various organizations do new employee orientation differently.
Orientations range from a full day or two of paperwork, presentations, and
introductions to a daily orientation program that was effective for years.
You put a lot of time and energy into finding and
hiring the right person. You need to put just as much effort into making sure
they succeed. Onboarding is the way to do that. Onboarding is the process of
integrating a new employee into the company and giving them the tools,
information, and introductions they will need to succeed in their new job.
Here's a list of things you should
have ready by the time your new hires walk in the door:
- Send out an e-mail to everyone in the office so they're prepared to welcome a new employee.
- Get the new worker a security badge if he or she needs one.
- Provide a name plate on his or her desk or office door as a tangible sign that you've prepared the space.
- Set up the computer.
- Configure the new employee's e-mail accounts.
- Provide guides for any necessary software he or she will be using.
- Set up his or her phone system, and provide instructions for using voicemail.
- Have a stack of business cards waiting.
On-boarding
doesn't end on the Friday of a new employee's first week on the job. The
process should continue over the span of several months and, during that time,
it is essential to solicit feedback from all constituents. A good way to do
that is to assign a recruiting manager to keep track of the new hire's first
few months on the job, because that individual will already have developed a
relationship with the employee.
You also want
to make sure someone is accountable; preferably a line manager who realizes the
cost savings to the business if a new employee gets up to speed quicker. You
want managers to be very aware that you are measuring productivity through
metrics. Make sure employees actually are becoming productive and, if they are
not, figure out what is going wrong. Continually fine-tune how you onboard
employees to make sure you can maximize the benefits of the process.
