The process of onboarding varies from company to company and at times more emphasis is placed on a particular aspect as opposed to others depending on what is important to the organization. Onboarding is aimed at getting new hires, whether high level or entry level employees oriented with the company, its structure, culture and work process. Proper onboarding isn’t just about first impressions. Taking the time to plan out how new hires will be introduced into your company will affect their future performance, their ability to achieve stated goals and their overall satisfaction with their new positions (Halvorson, 2015). The Onboarding Strategy Levels include compliance, clarification, culture and connection. All four when actively included in the onboarding process makes it useful and effective.
Having the right onboarding strategies and showing interest in your employees throughout their employment life cycle will prevent HR challenges and conflict in workplace.
Strategies for Effective Onboarding
Create an agenda. This should entail aspects of the onboarding process. A similar agenda should be created for the new hires to follow so they know which stage of the onboarding they are at each time. A brief manual outlining company policy and procedure should also be presented to them. Keep in mind that this can be done through Microsoft Word and printed in bulk for cheap or at the office.
Conduct a meeting. This should be held to introduce new employees to the relevant personnel and to welcome them to the company. It will also introduce them to the work culture.
Create a work space for the new hire. A desk space should be prepared for each new hire with their essential tools and an outline of the departments to go to for additional information or equipment.
Orientation. Once the new hires come in for work, a brief orientation should be held that will get them familiar with the necessary departments and they will be introduced to their direct supervisor. The supervisor should give them an overview of their job, roles and responsibilities.
Provide a job description. Each specific supervisor should go into detail about job description and how it ties in with the company values.
Shadowing. New hires should be required to shadow others with more experience for the first week
Reporting. They should then be asked to inform their supervisor if they understand the job and its requirements in a brief one on one meeting
Ongoing Training. There should be ongoing training by direct supervisors relating to company policy, a specific area of work etc. All new hires will be expected to participate when it is convenient according to their schedule
Review and assessment. New hires should be reviewed and assessed to see if their skills match their department of work and the organization. Additional training and clarification provided if needed. This should be an ongoing process throughout the employee life cycle.
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