Onboarding of new employees


Onboarding of new employees


Both onboarding and induction are distinct processes. Onboarding and training are also two distinct processes. This curriculum lasts more than one or two days. Onboarding is a procedure that helps organizations acclimate new hires to their culture. A successful onboarding program lasts for two to three months.

According to the Society for Human Resources Development (SHRM), employee onboarding, also known as organizational socialization, is the "process of assisting new hires adjust to the social and performance aspects of their new jobs quickly and smoothly, and learn the attitudes, knowledge, skills, and behaviors required to function effectively within an organization" (Panopto, 2019).

Why is Employee Onboarding Important?

After a drawn-out interview process, the first engagement a new employee has with the company is during onboarding. Your employee can regret accepting the job offer if the experience falls short of their expectations. A subpar onboarding procedure may offer new employees a bad first impression, which may color their impressions of the company and lead to early resignationAn SOP (Standard Operating Procedure) is used for onboarding new staff (Kissflow, 2020).

    Key Steps to effective employee onboarding
    • Prepare colleagues for the new employee
    • Have the new employee's workstation ready to go
    • Make sure your new employee has access to any necessary programs
    • Make introductions
    • Plan team lunch
    • Allow plenty of time for training
    • Don't forget to follow-up

    Onboarding process of Hela clothing Sri Lanka

    • An SOP (Standard Operating Procedure) is used for onboarding new staff.
    • There is a committed human resources executive accessible to complete the assignment efficiently.
    • The procedure lasts for three months.
    • There is a program called "Hela Buddy." Selected people receive specific identification and training on the buddy program. A buddy will be allocated to each newcomer for the first three months.
    • Every week, Buddy, the new hire, the HR representative, and the immediate supervisor will gather for a "Evaluate Me" meeting to discuss how the onboarding process is going.
    • After three months, Buddy the new hire, the HR Executive, the direct supervisor, the HR Manager, and the Head of the Department meet for an evaluation of the entire hiring process in a meeting called "I'm Boarded."
    • There are two tea sessions. One is with the general manager within the first week, and the other one is within the second month with the CEO.

    Conclusion


    An effective employee onboarding program will make new hires feel more valued, they will understand their roles much better, they will retain their skills for a longer period of time, and it is also better for the company's image. 


    References

    DESIMONE, K., 2020. People Element | Employee Engagement & Human Capital Consultants. [Online]
    Available at: https://peopleelement.com/orientation-alone-isnt-enough-need-onboarding-process-keep-new-hires/
    [Accessed 08 December 2022].

    Kissflow, 2020. Employee Onboarding: The HR Manager’s Guide to Process Automation. [Online]
    Available at: https://kissflow.com/hr/employee-onboarding/employee-onboarding-guide/
    [Accessed 05 December 2022].

    Panopto, 2019. Panopto. [Online]
    Available at: https://www.panopto.com/blog/what-is-employee-onboarding/
    [Accessed 05 December 2022].

    Comments

    1. EVON HERATH - MBA - SL - 00163912December 10, 2022 at 10:15 AM

      New staff recruitment procedures are felt to be creative. The organization can hire the most needed and suitable employees through innovative recruitment procedures beyond conventional ones.

      ReplyDelete

    Post a Comment

    Popular posts from this blog

    How to Address Employee Criticism of Leadership

    Image
    How to Address Employee Criticism of Leadership There are a number of ways HR executives may deftly handle employee complaints against leadership to facilitate an agreeable resolution between the two sides, from keeping the employee in the loop to implementing transparent complaint procedures that create trust. Here are some tips followed by HR executives, when responding to employee complaints about their leadership. Update the worker on the status of their complaint. Assemble a committee of HR professionals. Bring in customized conflict-resolution techniques. To determine fairness, pay attention to both sides. Be open and truthful while expressing any complaints. Hold a fair discussion and maintain open lines of communication. Consider the grievance seriously. As quickly as you can, respond to any complaints. Always have a listening ear open. As you solve the issue, keep detailed notes. Query the employee for a solution suggestion. Create transparent complaint procedures that promote...
    Read more

    Age diversity and job performance

    Image
    Age diversity and job performance Age diversity is the ability of an organization to hire people in a variety of age groups and integrate them into its working culture. Age-diverse teams are made up of coworkers who have accumulated a variety of authoritative, professional, or personal encounters (Kunze et al., 2011). These coworkers or staff members are ambassadors for various partner groups, and their ages vary by more than 25 years (Wegge et al., 2008). Figure 1:   Three generations of the workforce [A] Baby Boomers (Bertolino et al. 2013; Riach 2009), [B] Generation X (Crumpacker and Crumpacker, 2007), [C] Millennials (Bell and Narz 2007; Paggi and Jopp 2015) Age diversity has become a critical challenge in developed-country organizations (Schneid et al., 2016).Organizations are considering recruiting older people in order to create an age diverse working environment (Bohem et al., 2014), thereby halting early retirements (Dychtwald et al., 2004). Because age diversity can hav...
    Read more

    Exit Interview: Is It Really Important?

    Image
    Exit Interview: Is It Really Important? A survey, analysis, or conversation with the employee is what is known as a "exit interview," and it is carried out by the employer when the person is about to leave the organization. Organizations are not required to adhere to this, but doing so will enable them to see certain signs that an employee may be departing. Because the leaving interview is voluntary and not required, the employee may decline to participate. Employers should also refrain from arranging it. Retention strategies might be based on the information from exit interviews. Exit interviews seek to understand why individuals are departing rather than trying to convince them to stay (Armstrong, 2006). The exit interview is a conversation between an organization representative and a departing employee to uncover reasons for leaving (Hossain et al., 2017).  Why it's important to do exit interviews Identify potential for staff growth. Retaining top people will lower ext...
    Read more