Innovative HR Solutions, LLC

Tuesday, October 22, 2019

Why Does HR Need a Good On-Boarding Process?

New employees want to be successful on the job and they want to be as productive as possible.  They want to offer solutions; help grow the business and support their colleagues.  However, new hires to the organization are often given little support, provided limited training and  are expected to be contributing immediately.  As HR professionals what can we do to ensure that new hires are successful.  Outlined below is a five point program to ensure that the on-boarding process is successful. 

1.  Ensure that all new hires regardless of employee classification participate in the on-boarding process.  While they would initially report to their department manager their 3 to 5 day orientation to the company would allow them to learn about the company, meet other employees that are new to the organization and gain a perspective that will assist them for the future.  Key to the success of an on-boarding initiative is the leadership teams support for the program and their willingness to not only release their new hire for orientation but to also participate and share their experiences with the new hires.

2. Working with the key managers in the organization; a formal on-boarding process, coordinated by the HR department will introduce the new hire to the company.  Two programs; one for exempts and the other for non-exempts should be considered.  The goal is to offer these two types of employees an introduction into the organization that is similar in scope only the exempt orientation is focused on the business strategy and the non-exempt is focused on the tactical.

3.  The orientation program should be kicked-off by one of the executives (preferably a C-suite individual) that will share their role at the company with the new hires and their successes and challenges.  The on-boarding process should then consist of a structured program whereby the new hire will rotate among the various departments to learn about their function at the company and how their duties and responsibilities compliment the other areas of the organization.

4. Following a 3 to 5 day rotation program the new hire should then be delivered to their department whereby they will receive additional training and support to learn about their job, their role and specific tasks that they need to accomplish.  This orientation should include them receiving their job description, telephone training, assignment of an e-mail and systems access.  The goal is to ensure that the new hire is given the tools to be successful on the job.

5.  Two to three weeks after thy have concluded the on-boarding orientation the new hire should receive a new hire survey which will allow them to provide feedback on the process.  The task is this final step of the process and will allow the new hire to share with HR and their manager what they have learned as well as their satisfaction with the on-boarding process.  The sharing of ideas and the success and/or areas for improvement in the on-boarding process will help progressive companies deal with their challenges and hopefully offer solutions for the future.

To learn more about our on-boarding survey tool, reporting and analysis please go to our website at:

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