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On-boarding, the new HR buzzword
Don Schmitz / Human Resource Staffing
On-boarding
is the latest human resources buzz-word for employee orientation.
On-boarding means building long-lasting relationships and the
process of capturing the passion of the employee the minute
they arrive.
Despite the pressure to retain talent and further productivity,
most companies are not doing enough for employees to succeed
in new positions.
Traditional orientation programs consist of newly hired employees
completing enumerable employment forms, listening to dry lectures
about the history of the company and watching several lengthy
safety videos on their first day and than off to fend for themselves.
The objective for all on-boarding is to provide the basic information
and training over a longer period of time with frequent measurement
of objectives and the opportunity for the new employee to become
productive as soon as possible.
The basics of on-boarding include the following;
- Meeting with the manager and the team with an explanation
of why the person was hired and what he is expected to do
for the team. The manager is responsible for providing basic
objective and dates for completion. A schedule containing
short, medium and long term objectives is presented early
on with expected outcomes.
- Lunch with the manager and/or team is a great idea. Since
the manager is the key to success, a successful start to
the relationship is critical
- Contract language (completed as quick as possible) including
reporting procedure, salary, bonus, promotion timelines,
review dates as well as other resources to be successful
- Online training manuals and technical assistance for
follow-up and additional support
- An office space ready to go; phone, computer with passwords
and basic office supplies
- Training using a wide variety of approaches including
actual demonstrations, tours, games & group discussions
- A “Buddy” to answer routine questions and mentor throughout
the first year
- Provide constructive feedback in the first few weeks
is critical to success. This feedback can come from the
team as well as the manager. After the feedback, a game
plan and time line is developed to make the feedback constructive
- Time with someone from Human Resources to determine how
things are progressing (Handle any issues immediately and
put it in writing)
Most
on-boarding programs end far too early. Successful on-boarding
is not just for new hires but needs to be ongoing with all
staff. Measurement of objectives will provide the necessary
information for ongoing training.
Always expect and prepare for bumps in the road with any new
hire and the training needs to be customized to each individual
All managers want to retain their best employees and it is
their responsibility to provide a continuous process for career
development. If the new employee believes they have the tools
necessary for success, they will be free to accomplish their
goals and develop confidence in the company.
Back
to the library
Reproduction
of this article cannot be accomplished without the expressed
consent of Human Resource Staffing. Don Schmitz is a popular
speaker and writer on all aspects of HR and CEO of Human Resource
Staffing. Don holds graduate degrees in Education, Administration
and Human Development.
Contact Don@HumanResourceStaffingInc.com
952 854 6040
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