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ON-BOARDING

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The onboarding process is a special way through which new staff or employees are welcomed in an organization. It offers a numerous benefit to the employees and intentions like making new employees familiar with the overall company and its departments, improve remembering by lowering the risk of transition that was unsuccessful. Additionally, it engages new employees in setting expectation early enough and most often. Most importantly, the onboarding process creates a strong start at work thus increasing the profitability of the company by improving the morale of the new employees. It also helps to ensure serenity environment for working with the employee. More so, earn his or her confidence that he expressed most of the required traits to fit the organizations’ culture. All these benefit advocates that all initial and personal experiences are similar and equally important no matter the job position. According to Snell (2006) onboarding process should be in compressive and set in a way that employee feels comfortable and self-acquitted.

A successful onboard process leads to a successful company. For an organization to ensure that a new employee has everything required to successfully work, it requires making better preparation for the first day. Before the new hire arrives, the person in charge should check on him or her, confirm whereabouts and expected arrival time and give assurance of your presence upon arrival to give further directions. Set up the workstations with all the required tools of work. More so, ensuring that all the required material and personnel for orientation and training are all set and ready. Since new hire needs an extra boost of confidence and a friendly introduction; the company may assign someone to welcome him or her on his arrival.

Make introduction of the new hire to the team and mentors on the first days. Mentors facilitate effectiveness of the onboarding process by ensuring all questions are answered and ensure new employees get to know their co-workers. Taking new hire for lunch and being assigned a mentor will help build a relationship and show the new employees that the company cares about them and values team work.

Training makes the new employees learn their required duties in the company. The company should ensure that there are training schedules that outlines tasks and who will teach them. These schedules should be shared to new employees to get prepared. The training fosters to ensure there is smooth transition as possible. Additionally, the company should ensure that the required information is passed to the new hires. That is, make sure they have clear understanding of their duties and expectation, how team works together, company process and procedures as well as chain of command. The company should begin to assign duties as early as possible to enhance employee productivity and capture the new employees’ new contribution and recommendations. The company should ensure prepared desk of work. Ensure all password, working gadgets, phone numbers and all access keys are ready for the new hire. Most importantly ensure regular check-ups at working site for the new employees’ comfort.

Allowing your new employees to learn about the company is a very important aspect of successful onboard. Access to information ensure the new hire grasp the goals, policies, and practices of the company and any other relevant information about the company. Most importantly also, is regular check-ups on the new employees, this facilitates team work and information sharing. It ensures that the onboard does not stop on the first day or week. This check-up help to ensure new employee are comfortable and are offered the support they need for the company and their prosperity.

REFERENCES

Krasman, M. (2015). Three Must-Have Onboarding Elements for New and Relocated Employees. Employment Relations Today, 42(2), 9-14.

Snell, A. (2006). Researching onboarding best practice: Using research to connect onboarding processes with employee satisfaction. Strategic HR Review, 5(6), 32-35.