She envisioned creating a structured program that accelerated learning, integrated new hires into the company, and inspired them to "carry the flag" for the organization and the brand. So give some thought to what new hires really need to understand about the organization and the role then you can create content that aligns with those objectives.īefore Fyalka signed on, the company's onboarding process was piecemeal and somewhat haphazard. Program objectives help determine the structure and content of the onboarding program. We want to make sure they have the tools, resources and information they need to be successful." "We try to set all new hires up for success right from the start," said Tess Fyalka, director of employee development and engagement at O'Shea Builders, a midsize commercial construction company in central Illinois. The first few weeks or months are a critical period in the employee life cycle because this time period lays the foundation for future success. ![]() A 2009 study of senior executives and HR professionals conducted by the Aberdeen Group reported that 66 percent of companies with onboarding programs had a higher rate of successful assimilation of new hires into company culture, 62 percent had higher time-to-productivity ratios, and 54 percent reported higher employee engagement than companies without an onboarding program. You need to see the big picture, understand the company's long-term vision, and then align HR programs and processes with the company's overall strategic plan. When you see onboarding as part of an overall talent management strategy, you position yourself as a real leader. While both roles are valuable, leaders are more visionary and future-oriented. There are administrators who police policy and leaders who are true strategic business partners. There are two kinds of HR professionals, Bradt said. But successfully taking on this role may require a different way of working in the HR space. HR has a crucial role to play in the development and implementation of any structured onboarding program or process. "It can drive new employee productivity, accelerate learning and significantly improve talent retention." "Effective onboarding of new team members is one of the most important contributions an HR professional or hiring manager can make to the long-term success of the organization," said George Bradt, founder and managing director of PrimeGenesis, an executive onboarding company headquartered in Stamford, Conn., and co-author of Onboarding: How to Get Your New Employees Up to Speed in Half the Time (Wiley, 2009). ![]() They receive information about policies and procedures, sign lots of paperwork, and are perhaps given a tour.Ĭurrent changes in the workplace and the workforce require forward-thinking organizations to reassess how they assimilate new employees into the company culture and get them up to speed so they can be productive as quickly as possible. Traditionally, onboarding has been treated as a single event rather than a process: New hires are passive participants in a one- or two-day orientation. Onboarding is getting a much-needed makeover.
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