Hi, Could someone help me with a new joinee on-boarding process? I work for a IT MNC.
From India, Bangalore
From India, Bangalore
I think before boarding any flight we have to take boarding pass.... I know this much only....
From Saudi Arabia
4From Saudi Arabia
sonia
start with cos history, vision, mission, core values etal
next brief him on reporting hierarchies, functional lines, line sof business, etc
next brief him on policies n rocedures which are imp n relevant to him
Remember
Provide information in a standardised format, dont waste time repeatedly. make a PPT or PDF document
or better still put it on ur B2E portal ie business to employee portal
they can access the info wen they need it
even a gud HRMS can be extended for the same benefut
Lastly dont forget his key deliverables or KRAs etc which will play a major role in his career path
n keep record of "First day first hour productivity"
gives u a fair insight into candidate personality, job fit, potential perfromance etc
too big a topic to scribble, feel free to call if u need help or clarifications
From India, Delhi
start with cos history, vision, mission, core values etal
next brief him on reporting hierarchies, functional lines, line sof business, etc
next brief him on policies n rocedures which are imp n relevant to him
Remember
Provide information in a standardised format, dont waste time repeatedly. make a PPT or PDF document
or better still put it on ur B2E portal ie business to employee portal
they can access the info wen they need it
even a gud HRMS can be extended for the same benefut
Lastly dont forget his key deliverables or KRAs etc which will play a major role in his career path
n keep record of "First day first hour productivity"
gives u a fair insight into candidate personality, job fit, potential perfromance etc
too big a topic to scribble, feel free to call if u need help or clarifications
From India, Delhi
Dear Sonia,
I am presently working in Mumbai in a five star hotel and our orientation process begins with a welcome letter from the HR Manager to whom s/he reports on the first day morning.
The HR assistant completes all joining formalities like locker, uniform, bank account opening, plus forms for filling up employee details like residence address, etc.
Next s/he is escorted to the GM's office where s/he is introduced to all HoDs.
The next two days is a classroom training programme with the Training / L&D manager where topics include right from grooming & hygiene, etiquettes manners to history of the company, the future plans, who' who of the company and such details which can provide the new associate with total knowledge of the company and also includes a property tour.
Once s/he has finished with the class training, then the next step is a thorough departmental induction which may last a week or two depending upon the position of the associate. After this induction, s/he reports to the concerned dept.
From India, Mumbai
I am presently working in Mumbai in a five star hotel and our orientation process begins with a welcome letter from the HR Manager to whom s/he reports on the first day morning.
The HR assistant completes all joining formalities like locker, uniform, bank account opening, plus forms for filling up employee details like residence address, etc.
Next s/he is escorted to the GM's office where s/he is introduced to all HoDs.
The next two days is a classroom training programme with the Training / L&D manager where topics include right from grooming & hygiene, etiquettes manners to history of the company, the future plans, who' who of the company and such details which can provide the new associate with total knowledge of the company and also includes a property tour.
Once s/he has finished with the class training, then the next step is a thorough departmental induction which may last a week or two depending upon the position of the associate. After this induction, s/he reports to the concerned dept.
From India, Mumbai
Hi sonia,
Logically the term boarding process is Managing the process from the time the incumbent received offer of appointment from you and the time till he joins in your company. Normally this is crucial time the incumbent changes his decision when he get better offers from others.(even from his existing employer for that matter). so, keep in touch very often with the candidate and understand the pulse of the him. Once you come to know his comfort and satisfaction level with your offer, you can maintain the momentum.
Some companies even send their reps to the new incumbents house to create a personal bondage with him and family, so as he is not distracted by other offers.
Keeping these aspects you can develop a lot of process, that how you can maintain the momentum with the candidate, and transform his decisions favouring you.
From India, Kochi
Logically the term boarding process is Managing the process from the time the incumbent received offer of appointment from you and the time till he joins in your company. Normally this is crucial time the incumbent changes his decision when he get better offers from others.(even from his existing employer for that matter). so, keep in touch very often with the candidate and understand the pulse of the him. Once you come to know his comfort and satisfaction level with your offer, you can maintain the momentum.
Some companies even send their reps to the new incumbents house to create a personal bondage with him and family, so as he is not distracted by other offers.
Keeping these aspects you can develop a lot of process, that how you can maintain the momentum with the candidate, and transform his decisions favouring you.
From India, Kochi
I forgot to mention an important point in my previous posting. Pls add the points given below.
Pls do keep in mind that, what we are talking about welcome, introduction etc. ara all a part of Induction Programme. The process of on boarding completes when the new entrant joins for duty.
From India, Kochi
Pls do keep in mind that, what we are talking about welcome, introduction etc. ara all a part of Induction Programme. The process of on boarding completes when the new entrant joins for duty.
From India, Kochi
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 co, his roles & responsibilities, some positive and negative aspects etc. This should be done atleast for the first month from the DOJ. This will helps us to have better relation with the New joinee.
From India, Delhi
From India, Delhi
Just thought from the Payroll perspective there would be lot of employees who wants to know about the Income tax and also wants to know what all information he needs to provide and to whom.
The attached ppt will provide a generic information on Income tax.
You may want to make changes as per your company policies and pay structure.
Thanks
Showri
From India, Faridabad
The attached ppt will provide a generic information on Income tax.
You may want to make changes as per your company policies and pay structure.
Thanks
Showri
From India, Faridabad
Hi Sonia,
The onboarding session should be designed as per the business need whilst few of the common practices ought to be incorporated.
History of the organization
An overview of the Business, revenue, market position, core Values, Mission
The Hierarchy, functional lines
Alongside, you may also think of having a session on soft skills based on your participants/audience. If the participants are freshers; don;t have too much of metrics oriented data on the first day of their experience. What can and will bring a fresher's involvement is ; a learning with fun. You may look at getting a session imparted on corpporate etiquette to make the employee aware of certain DOs and Don'ts, Certain business/social norms to be followed. The most important part as per my belief would be : Have activities, anecdotes, icebreakers, games etc.(Based on the audience).
Regards
Debashish
From India, Idukki
The onboarding session should be designed as per the business need whilst few of the common practices ought to be incorporated.
History of the organization
An overview of the Business, revenue, market position, core Values, Mission
The Hierarchy, functional lines
Alongside, you may also think of having a session on soft skills based on your participants/audience. If the participants are freshers; don;t have too much of metrics oriented data on the first day of their experience. What can and will bring a fresher's involvement is ; a learning with fun. You may look at getting a session imparted on corpporate etiquette to make the employee aware of certain DOs and Don'ts, Certain business/social norms to be followed. The most important part as per my belief would be : Have activities, anecdotes, icebreakers, games etc.(Based on the audience).
Regards
Debashish
From India, Idukki
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