Post by shahadat650 on May 17, 2024 23:58:18 GMT -5
Besides being a place where you can meet new employees or cafes, it also brings the new employees closer to the organization. In this process, the new employees get integrated into the company. Purpose of Onboarding: Objectives The main purpose of onboarding is to welcome the new employees with a good experience and make them feel like a part of the company and able to develop within it. It is as if it is the first opening in the path that the new employees have to follow in this new phase. Therefore, we can say that the main objectives of onboarding are: Engage; Motivate; Empower; Retain. These four objectives together ensure a good employee experience and improve the talent level of the organization. We will discuss them in detail later, but let's get started so that you understand the concept. Engaging onboarding allows employees to empathize and feel about the company, so they feel integrated into the organization and committed to the company's goals.
Motivation A lively and inspiring onboarding process can inspire motivation, a strong connection to the cause, and a sense of belonging in employees. Empowerment A new employee has his or her skills, but every company has specific processes that need to be passed on to the new employee. In light of this, onboarding includes training and qualifications so that the employee feels empowered to per South Korea Phone Number form their duties within the company. Retention Retention is also achieved during the onboarding process. After the employee has been attracted, motivated, and empowered, he or she will be satisfied with the new job and will be less likely to quit. But remember: employee retention must continue after onboarding and must always be a concern for your HR department. How important is onboarding when hiring a new employee To answer this question, imagine the following situation: You go through the screening process, arrive at the job site, and are placed in the waiting room. On the other hand, while you are waiting, you can see that everyone is busy with their own work, and no one seems to offer you water or coffee after a long time.
Suddenly, a person comes, complaining that they are in a hurry and cannot help you quickly, and asks you to accompany them to their workstation. There, you arrive and find a table without work equipment and wait, while your guide prepares a computer so that you can work. You have absolutely no idea what to do, sitting at the table waiting for the person to tell you how to start, and the person is so busy that they can't stop to simply exchange ideas with you. Suddenly, she says that you can have lunch, and when she comes back, she has a quick task for you to do. How do you feel after the day's work is over? Do you know or understand something about the company, or better yet, are you able to perform the tasks related to hiring the company? What you just saw is an example of how not to integrate a new employee. We can list the mistakes in this process for your understanding: – The person in charge of reception is not well prepared to welcome the new employee; – The company does not worry about the minimum, that is, to prepare an adequate workstation; – The employee is not introduced to the company, its values and culture, so he cannot make a connection or motivation to come back the next day.
Motivation A lively and inspiring onboarding process can inspire motivation, a strong connection to the cause, and a sense of belonging in employees. Empowerment A new employee has his or her skills, but every company has specific processes that need to be passed on to the new employee. In light of this, onboarding includes training and qualifications so that the employee feels empowered to per South Korea Phone Number form their duties within the company. Retention Retention is also achieved during the onboarding process. After the employee has been attracted, motivated, and empowered, he or she will be satisfied with the new job and will be less likely to quit. But remember: employee retention must continue after onboarding and must always be a concern for your HR department. How important is onboarding when hiring a new employee To answer this question, imagine the following situation: You go through the screening process, arrive at the job site, and are placed in the waiting room. On the other hand, while you are waiting, you can see that everyone is busy with their own work, and no one seems to offer you water or coffee after a long time.
Suddenly, a person comes, complaining that they are in a hurry and cannot help you quickly, and asks you to accompany them to their workstation. There, you arrive and find a table without work equipment and wait, while your guide prepares a computer so that you can work. You have absolutely no idea what to do, sitting at the table waiting for the person to tell you how to start, and the person is so busy that they can't stop to simply exchange ideas with you. Suddenly, she says that you can have lunch, and when she comes back, she has a quick task for you to do. How do you feel after the day's work is over? Do you know or understand something about the company, or better yet, are you able to perform the tasks related to hiring the company? What you just saw is an example of how not to integrate a new employee. We can list the mistakes in this process for your understanding: – The person in charge of reception is not well prepared to welcome the new employee; – The company does not worry about the minimum, that is, to prepare an adequate workstation; – The employee is not introduced to the company, its values and culture, so he cannot make a connection or motivation to come back the next day.