Hi, Could someone help me with a new joinee on-boarding process? I work for a IT MNC.
From India, Bangalore
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From India, Bangalore
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I think before boarding any flight we have to take boarding pass.... I know this much only....
From Saudi Arabia
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5From Saudi Arabia
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Sonia,
Start with Co's history, vision, mission, core values, etc. Next, brief him on reporting hierarchies, functional lines, lines of business, etc. Then, brief him on policies and procedures that are important and relevant to him. Remember to provide information in a standardized format; don't waste time repeating. Make a PowerPoint (PPT) or PDF document, or better still, put it on your B2E portal, i.e., the business-to-employee portal. They can access the information when they need it. Even a good HRMS can be extended for the same benefit. Lastly, don't forget his key deliverables or KRAs, which will play a major role in his career path, and keep a record of "First day first-hour productivity" – it gives you a fair insight into the candidate's personality, job fit, potential performance, etc.
It's too big a topic to scribble, so feel free to call if you need help or clarifications.
From India, Delhi
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Start with Co's history, vision, mission, core values, etc. Next, brief him on reporting hierarchies, functional lines, lines of business, etc. Then, brief him on policies and procedures that are important and relevant to him. Remember to provide information in a standardized format; don't waste time repeating. Make a PowerPoint (PPT) or PDF document, or better still, put it on your B2E portal, i.e., the business-to-employee portal. They can access the information when they need it. Even a good HRMS can be extended for the same benefit. Lastly, don't forget his key deliverables or KRAs, which will play a major role in his career path, and keep a record of "First day first-hour productivity" – it gives you a fair insight into the candidate's personality, job fit, potential performance, etc.
It's too big a topic to scribble, so feel free to call if you need help or clarifications.
From India, Delhi
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Dear Sonia,
I am presently working in Mumbai at a five-star hotel, and our orientation process begins with a welcome letter from the HR Manager to whom the new employee reports on the first day in the morning.
The HR assistant handles all joining formalities such as locker assignment, uniform distribution, bank account opening, and completion of forms for employee details like residence address, etc.
Next, the new employee is escorted to the GM's office where introductions to all Heads of Departments (HoDs) take place.
The following two days consist of a classroom training program with the Training/L&D manager. The topics covered range from grooming, hygiene, etiquette, and manners to the company's history, future plans, key personnel, and other details aimed at providing the new associate with a comprehensive understanding of the company. The program also includes a property tour.
Upon completion of the classroom training, the new employee undergoes a thorough departmental induction that can last a week or two, depending on the position. Following this induction, the employee then reports to their respective department.
I hope this clarifies the orientation process at my workplace.
Best regards,
[Your Name]
From India, Mumbai
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I am presently working in Mumbai at a five-star hotel, and our orientation process begins with a welcome letter from the HR Manager to whom the new employee reports on the first day in the morning.
The HR assistant handles all joining formalities such as locker assignment, uniform distribution, bank account opening, and completion of forms for employee details like residence address, etc.
Next, the new employee is escorted to the GM's office where introductions to all Heads of Departments (HoDs) take place.
The following two days consist of a classroom training program with the Training/L&D manager. The topics covered range from grooming, hygiene, etiquette, and manners to the company's history, future plans, key personnel, and other details aimed at providing the new associate with a comprehensive understanding of the company. The program also includes a property tour.
Upon completion of the classroom training, the new employee undergoes a thorough departmental induction that can last a week or two, depending on the position. Following this induction, the employee then reports to their respective department.
I hope this clarifies the orientation process at my workplace.
Best regards,
[Your Name]
From India, Mumbai
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Hi Sonia,
Logically, the term boarding process is managing the process from the time the incumbent receives an offer of appointment from you until the time he joins your company. Normally, this is a crucial time as the incumbent may change his decision if he receives better offers from others (even from his existing employer). Therefore, it is important to keep in touch very often with the candidate and understand his feelings. Once you understand his comfort and satisfaction level with your offer, you can maintain the momentum.
Some companies even send their representatives to the new incumbent's house to create a personal bond with him and his family, ensuring that he is not distracted by other offers.
By considering these aspects, you can develop a process to maintain the momentum with the candidate and influence his decisions in your favor.
From India, Kochi
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Logically, the term boarding process is managing the process from the time the incumbent receives an offer of appointment from you until the time he joins your company. Normally, this is a crucial time as the incumbent may change his decision if he receives better offers from others (even from his existing employer). Therefore, it is important to keep in touch very often with the candidate and understand his feelings. Once you understand his comfort and satisfaction level with your offer, you can maintain the momentum.
Some companies even send their representatives to the new incumbent's house to create a personal bond with him and his family, ensuring that he is not distracted by other offers.
By considering these aspects, you can develop a process to maintain the momentum with the candidate and influence his decisions in your favor.
From India, Kochi
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I forgot to mention an important point in my previous posting. Please add the points given below.
Please do keep in mind that what we are talking about - welcome, introduction, etc. - are all part of the Induction Programme. The process of onboarding completes when the new entrant joins for duty.
From India, Kochi
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Please do keep in mind that what we are talking about - welcome, introduction, etc. - are all part of the Induction Programme. The process of onboarding completes when the new entrant joins for duty.
From India, Kochi
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What our friends explained about onboarding is more than enough; you can follow all this. Another important point is, you should have a weekly meet with the incumbent personally to know what he feels about the company, his roles and responsibilities, some positive and negative aspects, etc. This should be done at least for the first month from the date of joining. This will help us to have a better relationship with the new joiner.
From India, Delhi
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From India, Delhi
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Just a thought from the Payroll perspective, there would be a lot of employees who want to know about income tax and also want to know what information they need to provide and to whom. The attached PowerPoint presentation will provide generic information on income tax. You may want to make changes as per your company policies and pay structure.
Thanks,
Showri
From India, Faridabad
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Thanks,
Showri
From India, Faridabad
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Hi Sonia,
The onboarding session should be designed as per the business needs, while incorporating a few of the common practices.
History of the organization: An overview of the business, revenue, market position, core values, and mission. The hierarchy and functional lines should also be covered.
Additionally, consider including a session on soft skills tailored to your participants/audience. If the participants are freshers, avoid overwhelming them with metrics-oriented data on their first day. Engage them with a learning experience that is enjoyable. You may want to include a session on corporate etiquette to familiarize employees with the do's and don'ts and certain business/social norms.
In my opinion, the most crucial aspect would be to incorporate activities, anecdotes, icebreakers, games, etc., based on the audience.
Regards,
Debashish
From India, Idukki
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The onboarding session should be designed as per the business needs, while incorporating a few of the common practices.
History of the organization: An overview of the business, revenue, market position, core values, and mission. The hierarchy and functional lines should also be covered.
Additionally, consider including a session on soft skills tailored to your participants/audience. If the participants are freshers, avoid overwhelming them with metrics-oriented data on their first day. Engage them with a learning experience that is enjoyable. You may want to include a session on corporate etiquette to familiarize employees with the do's and don'ts and certain business/social norms.
In my opinion, the most crucial aspect would be to incorporate activities, anecdotes, icebreakers, games, etc., based on the audience.
Regards,
Debashish
From India, Idukki
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