Post on 03-Aug-2020
transcript
Employee Onboarding
Reinvented: Thinking
Beyond 2020
Introduction:Is your employee onboarding process setting your
employees and your business up for success?
If it consists of nothing more than having your new
hires fill some forms, probably not. You may be missing
out on a critical opportunity to help your new
employees ramp up faster and lay a solid foundation
for them to be a long-lasting engaging team member.
Think about the cost of training employees and
weaving them into the culture of your company even in
the short term. You lose the entire time and investment
when they leave.
Onboarding should be ongoing
A strong onboarding should be an ongoing experience
that can improve the new employee's satisfaction and
long-term commitment level. Think about it as the final
phase of your recruitment phase. You have to make a
well-painted picture for them. If you can’t walk and
walk, then the new hire will get disenchanted and go
elsewhere. Your overall recruitment strategy should
take them through hiring and get them assimilated into
your organization. Employee Onboarding is all about
giving new employees the knowledge they will need to
be part of the organization and their job. That is why a
new hire needs to have an onboarding plan.
As we are in 2020 now it’s time to reinvent onboarding
with focus on candidate experience and long-term
retention. An intelligent onboarding experience
informed by a key set of best practices will help you to
maximize new resource that becomes part of your
workforce
Let’s look on how to improve onboarding in
2020 and beyond:-
• Make Learning and development to be the center
of the onboarding process: Onboarding is all
about equipping a recruit to bring their best to the
workplace from day one. If they spend weeks or
months familiarizing themselves with your company,
exploring self-servicing capabilities, and figuring out
how to complete routine tasks, they are being far
less productive then they can be. That is why L&D is
vital for an enriched onboarding experience –
learning modules on essential software, short on one
on one session with line managers, and pre-
recorded videos on company ethics, values, etc.
• Get their feedback: Make sure new hires know they
are free to share their ideas and encourage problem-
solving and innovation. They might not be
comfortable at first in filling it up but eventually after
they will do feedback and survey and insights that
can help them to dig even deeper into their jobs and
may even improve your employee onboarding
process at a later stage. You can also have quizzes
and surveys to engage your new hires effectively.
• Preboarding: With so much uncertainty in everyone's
mind, your new hire's interaction with the organization in
the days leading up to their start days shouldn’t first
increase his anxiety. All the engagements and other
provisions should be made in the pre-onboarding phase
to avoid any hustle. While preboarding is important you
might be aware of how efficient it is. HR can help the
new hire to eliminate a lot of anxiety and stress just by
opting for a strong and engaging preboarding program.
• Communicate your culture: Communicate often and
provide data and context that are most relevant and
useful. Use digitized onboarding communication
patterns to uplift the conversation between new hires
and HR. Sharing virtual details to new hires like
company vision, mission, values, etc. can create a huge
difference to your onboarding program.
• 30-60-90 day’s onboarding plan: Onboarding plan is a
clear roadmap for a new hire to start their journey in a
news organization. A structured onboarding plan helps
new hires to get settled and productive in the
organization faster. The plan is easily integrated with
their calendars that have specific goals, objectives,
guider, etc. It’s been observed that with the help of a
structured onboarding program organizations have seen
a great downfall in their turnover rate.
How do we reinvent onboarding?
When it comes to good onboarding program it
means a program that is adjustable to any
situation or environment easily. A good
onboarding program is an Experience driven
program now. It showcases your best in shows
to engage your new hire and provide them with
best in class experience.
Because this is what your new hires want!
Engagement and experience are what they are
looking in 2020. Providing your onboardees
with well-crafted success and inspiring stories,
video introduction from your key stakeholders,
testimonial from existing employees is all what
connects new hire to your organization.
Traditional Onboarding Reinvented Onboarding
Forms signed, scanned and sent
to new hires via email.
Downloaded scanned and signed
and sent back to HR
Forms sent and signed via secured
online portal in legal accepted format
Large amount of training
delivered to your new hires on
day1. The onboardees are
overwhelmed sometime even
with non-relevant information
Training drip-fed to the onboardees at
key point throughout the new hire
lifecycle (including prestart)
Policy Manual set via Google
drive link sit at the bottom you
new hire Gmail with different
folder
Policy manual stored in centralized
resource hub with all new hire
documentation, accessible anytime
anywhere
Policy Manual set via Google
drive link sit at the bottom you
new hire Gmail with different
folder
Policy manual stored in centralized
resource hub with all new hire
documentation, accessible anytime
anywhere
HR shares a company vision PDF
with your onboardee to get them
excited about life at your
organization
Onboardee has access to video
testimonial, a digital office tour,
welcome video and more at
centralized hub.
How to Automate and digitized your onboarding program?
Manually filling in repetitive information on
various documents is prone to human error, and
difficult for employees to complete in a timely
error. But automating onboarding freeze all these
errors and make a complete hustle free program
that eases both new employee and HR work.
Automation takes work that is that content for
each journey you want to offer needs to be fully
released and mapped out. But with right and
dedicated team you can easily and quickly
automate your onboarding journey.
The good news in automating your onboarding
journey is that you need to do just once, and you
will saw your organization in the long run in terms
of time and resources. Not only can this have you
saved a lot in terms of administrative tasks alone.
Let’s have a look on how
reinvention of onboarding looks
like:
Manual Onboarding Program Automated Onboarding Program
Compliance: Sometime new hire
receives their loans or assets
from organizations, but it’s
never returned and there are
even no records of it and even
HR is so busy to track it down
somewhere and it’s lost.
Before joining the organization,
new hire receive digitally forms for
asset or loan provision.
Clarification: Performance
checks in schedule with line
managers after every quarter or
so. Sometimes it’s also gets
missed by heavy work
schedules etc.
Timely quizzes are triggered to
receive feedbacks from the new
hire, giving HR results as expected
Culture: Need to know or some
do your facts are provided at
joining dates
New hire is automatically
connected via digital portal, or a
real-life buddy or even managers
Connection: Generally new hires
receive feedback forms from HR
at the end of first week to check
even if new hires is fit in or not
New hires are sent automatically
digital feedbacks and survey
forms. HR receives the score
immediately and checks if anything
needs to be change.
A quick look at how the
automation in onboarding looks
like.
Conclusion:We at MyJoining have experts of HR
consultants who continuously researched at HR
Landscape to create more innovations to make
an easy world. We have years in sorting HR
Insights and compile it into one single platform
that can help HR leaders to achieve their goals.
We have helped world leading organization to
reinvent their onboarding journey.
There are major business benefits that onboarding
can achieve.
1. Lower the cost of Onboarding
2. Stronger Employer Brand
3. Less time to be productive
4. Less Turnover rate.
Established in 2009, Orane Consulting Pvt. Ltd is an IT Consulting Company. We are a team of 110+ dedicated
professionals who are committed to meet and exceed customer expectations. Our unique technology capabilities coupled
with domain understanding has enabled us to provide excellent value-driven solutions to customers across verticals.
HR Onboarding & People Analytics is one of our key focus areas and we have in-house expertise across HR Domain,
various technology stacks and major mobile platforms like Android, iPhone etc. This expertise is evident from the fact that
we have successfully delivered complex Onboarding and People Analytics and other applications for multiple customers
across the Globe.
About us:
T: +91- 120-4888111Email: Sales@oraneconsulting.comVisit us: www.oraneconsulting.com
HR· Onboarding · Exit Management· Analytics
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