Post by moon125 on Nov 5, 2024 4:56:24 GMT -4
Onboarding is a step-by-step introduction of a new employee to work. It includes familiarization with the mission, values, corporate culture, and rules of the company. This allows the new employee to quickly integrate into production processes and effectively complete tasks. In this article, we will tell you how to properly conduct onboarding, who is responsible for it, and how to avoid difficulties.
Onboarding stages
Pre-onboarding
This period begins with the presentation of the offer and ends with the day of going to the office. The HR department collects documents for registration, agrees on work equipment, makes a meeting plan. Then it sends the employee a welcome letter with a list of necessary documents and information about what time he should be in the office, what events are planned for the first week, etc.
Orientation
Orientation involves getting to know the company, culture, history, and team. In addition, there is a one-on-one meeting with the manager shopify website design to provide the new hire with the necessary information and resources to get started, and to help them understand who and how they will be interacting with.
Employee onboarding
Employee onboarding
Adaptation to a new position
Adaptation includes two stages:
Conducting a competency assessment of the new employee. If the experience is insufficient, the HR department offers a training program to develop the necessary skills.
Create a task plan for the first 30, 60 and 90 days.
During the first month, the new employee studies work processes: gets acquainted with corporate programs (for example, 1C, Trello, etc.), colleagues from related departments, and the specifics of completing tasks.
By the end of the second month, the new employee acts more independently, but is still supervised by a mentor or manager.
After three months, the specialist should be well versed in internal processes and be able to perform work independently.
Onboarding new employees
When I realized that formal instruction wouldn’t be enough
Throughout the onboarding period, the HR manager or supervisor schedules periodic one-on-one meetings to assess progress, answer questions, set goals, exchange feedback, and discuss career expectations.
Completing the process
After 3 months in the company, the newcomer meets with the manager again. During this conversation, the adaptation results are summed up, the specialist's successes are analyzed, and a plan for his professional development is formed.
At the end of the probationary period, HR sends the employee a questionnaire to assess his knowledge of the organization's policies, processes and values to ensure that he is well versed in all aspects of the job.
Onboarding duration
The length of onboarding varies depending on the company, industry, and job characteristics. Typically, it lasts from a few weeks to a few months: in small startups, the process can be short and intense, while in large corporations, it can take a long time. In some companies, due to the specifics of the corporate culture, onboarding can last up to a year.
Onboarding stages
Pre-onboarding
This period begins with the presentation of the offer and ends with the day of going to the office. The HR department collects documents for registration, agrees on work equipment, makes a meeting plan. Then it sends the employee a welcome letter with a list of necessary documents and information about what time he should be in the office, what events are planned for the first week, etc.
Orientation
Orientation involves getting to know the company, culture, history, and team. In addition, there is a one-on-one meeting with the manager shopify website design to provide the new hire with the necessary information and resources to get started, and to help them understand who and how they will be interacting with.
Employee onboarding
Employee onboarding
Adaptation to a new position
Adaptation includes two stages:
Conducting a competency assessment of the new employee. If the experience is insufficient, the HR department offers a training program to develop the necessary skills.
Create a task plan for the first 30, 60 and 90 days.
During the first month, the new employee studies work processes: gets acquainted with corporate programs (for example, 1C, Trello, etc.), colleagues from related departments, and the specifics of completing tasks.
By the end of the second month, the new employee acts more independently, but is still supervised by a mentor or manager.
After three months, the specialist should be well versed in internal processes and be able to perform work independently.
Onboarding new employees
When I realized that formal instruction wouldn’t be enough
Throughout the onboarding period, the HR manager or supervisor schedules periodic one-on-one meetings to assess progress, answer questions, set goals, exchange feedback, and discuss career expectations.
Completing the process
After 3 months in the company, the newcomer meets with the manager again. During this conversation, the adaptation results are summed up, the specialist's successes are analyzed, and a plan for his professional development is formed.
At the end of the probationary period, HR sends the employee a questionnaire to assess his knowledge of the organization's policies, processes and values to ensure that he is well versed in all aspects of the job.
Onboarding duration
The length of onboarding varies depending on the company, industry, and job characteristics. Typically, it lasts from a few weeks to a few months: in small startups, the process can be short and intense, while in large corporations, it can take a long time. In some companies, due to the specifics of the corporate culture, onboarding can last up to a year.