There are a number of things that the human resource management team must take care of in a company. Their jobs entail taking care of the company’s most valuable resource, the employees. Only a company with an efficient and effective labor force can function well enough to progress by leaps and bounds. The best way in paving the way for optimal profit. It is the person in charge of human resources to make sure that the employees of the company are happy and as productive as possible, creating new and unexpected value of human resource management.
HR managers perform a plethora of tasks. Starting with recruiting the best employees possible. Then it’s off to learn employee needs, having contingencies to deal with employee shortage. Negotiating with non-company employee organizations such as unions. Controlling employee performance, managing salaries, and benefits. It’s all about ensuring maximum productivity within the least amount of costs.
These are some of the major tasks of an HR consultant. Each of them has a lot more under its umbrella. It is safe to say that a good HR manager has a huge positive impact on a company.
The planning starts from the very first day of employment, to make sure value is created for both the company and the employee.
Especially the first few days, these are the deal-makers of the productivity. These will become the norm during their entire employment period. Hence, it is necessary that efforts were made in advance to ensure a lasting impression.
What is employee onboarding?
As an HR manager or consultant, you may receive many questions about new hires coming in. Especially in regards to making the employees feel comfortable and motivated in the workplace.
Amongst HR specialists, there is a term for the process of familiarizing and motivating new employees: “employee onboarding.”
According to The SHRM blog, onboarding is a comprehensive process to get the new employee fitted in the team and company: “Onboarding is not a one-day, one-week or one-month event. It is an ongoing process that starts with the decision to hire an employee and continues until the new hire is a productive member of the team.
Why is employee onboarding important?
We’ve already discussed how important a company’s human resources are for its progress and well-being. New employees are the new blood of the company. It is imperative that we make the process of their entry as accommodating as possible.
A company cannot afford to lose valuable new additions to its workforce. Especially when it’s because of ineffective employee onboarding processes. You need a great system to keep the employees happy and wring out the greatest productivity from them.
Employee Onboarding Plan
Companies or management organizations cannot expect to come up with employee onboarding behaviors on the spot while dealing with new employees.
A lot of planning and consideration must go into forming a viable employee onboarding framework. This is where the HR manager of the company comes in – for example using onboarding software.
Here are some factors you need to keep in mind when building an employee onboarding plan, focusing on adding the value of human resource management.
The first day
Out of all the days, your employee will be working at your company, the first day is the most significant. It is important that you do not botch it up.
Remember that first impression is the last impression, especially from a business point of view. It is best to have someone show the new initiates the ropes on the first day.
Make sure that the instructions given to the new initiate are distinct, so that you can avoid mishaps on the new employee’s behalf.
Someone helping out the employee will have two significant outcomes. First, the employee will feel at ease knowing what exactly is expected of them and will not be fumbling around. They will not be feeling disheartened on their first day. They will feel like they belong to the organization. Having talked with a member will help them ease into the community of workers.
Although the first day is important, the days following it are no less so. The employee must not be left to their own devices after the introductory help on the first day. You need to keep checking up on them for the first few weeks to make sure they have adjusted to the environment and work.
This establishes a relationship. One where the employee does not feel hesitant to clear their confusions. Feeling like they matter to the organization enough for its management to keep tabs on their well-being.
Once you feel that the employee has begun getting comfortable, you can stop checking in on them. Additionally, it is best to keep your probing as subtle as possible.
You do not want the employee to feel overwhelmed. Neither do you want them to perceive your concern as nagging. It is important to keep them as motivated as possible.
Make sure there are no shortcoming of preparation on your end. The employee’s workstation must be equipped with all the stationary, devices, and other pieces they need. They should not have to worry about asking around for the essentials.
Giving the employee a map of the company. Include all the details such as the name of the employee and their objectives. Goals of the company is also a must, and anything else to familiarize the employee. Hard copy is a good way to start. A brief description of the organization’s culture can also be given to make the employee feel at home.
As HR managers, we realize that we have a duty to make sure the new employees are always at their best. While taking care of older employees is not an insignificant task either, it cannot be denied that the new ones require more attention than the ones who are already used to their role in the organization.
Employee onboarding processes. Designed to make the transition from a stranger to an important resource of the organization as smooth as possible, and will also stop employees from leaving.
But, you must not go overboard with this facilitation because you do not want to coddle the new employees. You want them to be responsible and productive as well as loyal to the company’s objective.
You cannot buy that loyalty with a high pay package – you need to accommodate the employee and garner their satisfaction. Using these methods will ensure the maximum value of human resource management.
Also published on Medium.