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HR onboarding: how do you set it up?
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Management

HR onboarding: how do you set it up?

HR onboarding: how do you set it up?

HR onboarding is a crucial process in any company, enabling new employees to be integrated efficiently and effectively. Onboarding is not just about handing over a badge and introducing the work environment, but should be designed as a complete experience that enables new employees to understand the company’s values, culture and expectations, as well as their roles and responsibilities within it. A good onboarding experience can help improve employee retention, increase productivity and engagement, and strengthen a company’s employer brand. Looking for a career in HR? Find out more about our Master’s degree in Human Resources and change management, for access to high-level management positions in Human Resources.

What is an HR onboarding process?

Onboarding, which simply means “integration” or “onboarding“, is a term used in the human resources sector to designate the process of introducing a newly-hired employee to a company. This first, initiatory step is often crucial in helping employees understand their new position and the demands of the job. It’s also a multi-stage welcoming process that helps new arrivals integrate smoothly.

The HR onboarding process can take many forms, from a few days to several months, depending on the needs of the company and the requirements of the position. However, a few key elements need to be included in any onboarding process to make it effective and satisfying for new employees.

A well-designed HR onboarding process can bring many benefits to a company. Firstly, it can help reduce employee turnover, as new employees will feel more comfortable and connected to their company. What’s more, an effective onboarding process can help accelerate the productivity of new employees and reinforce the corporate culture.

 

Why is onboarding important?

  • A good onboarding experience can help foster employee commitment. Indeed, new arrivals who feel welcome and supported tend to be more committed and motivated to contribute effectively to the company’s success.
  • An effective onboarding process can help improve employee retention. In fact, a positive first impression on induction is more likely to make people want to stay with the company in the long term.
  • A good onboarding experience can also help boost productivity. Indeed, new employees who understand their role, their work environment and the value of their contribution tend to be more productive more quickly.
  • The onboarding process can help reinforce the corporate culture by introducing the company’s values, objectives and expectations to new employees, who will be better able to integrate into the team and make an effective contribution.
  • A good onboarding experience can also help improve a company’s employer brand. New employees who have a positive induction experience are more likely to recommend the company to others, which can help attract new talent.

 

Key stages in the HR onboarding process?

Step 1: Upstream planning

The onboarding process must be planned well in advance of the arrival of new employees. The HR team needs to define the objectives and expectations of the process, as well as the tasks and activities required to carry it out.

Step 2: Communication

Communication is essential to a successful onboarding process. The company must provide new employees with all the information they need about their role, their team and their working environment. Good communication also helps to reassure newcomers about their integration into the company.

Step 3: Welcome

On their first day on the job, new employees should receive a warm welcome and be introduced to their team and work environment. The company can also provide support materials such as welcome manuals or company guides to help them familiarize themselves with their new environment.

Stage 4: Training

Appropriate training is essential to help new employees acquire the skills and knowledge they need for their position. The company can also provide online training, face-to-face training sessions or mentoring sessions.

Step 5: Follow-up and feedback

Regular follow-up ensures that employees feel supported and helped in their integration. The company can organize regular meetings to make sure everything is running smoothly and to answer any questions. Feedback is also important to help newcomers improve and adapt to their new role.

 

Onboarding: examples of processes and methods

Online induction programs are becoming increasingly common, especially for companies with a large number of remote employees or foreign subsidiaries. These programs give them access to a wide variety of resources, including training videos, interactive modules, documents and company information. Employees can familiarize themselves with the company at their own pace, at any time and from anywhere.

Induction programs usually involve sessions where new employees meet their team and manager, take part in training sessions and visit the company’s facilities. These programs offer a more immersive and interactive experience, as they enable direct exchanges with other members of the company.

Tutors or mentors are experienced employees who are assigned to new arrivals to help them adapt to the company. They can answer questions, offer advice, provide encouragement and help meet other team members.

Career development plans are often included in onboarding programs to help new employees understand their role and plan their long-term professional development. This can include short- and long-term career goals, training opportunities, skills development plans and mentoring or coaching programs.

 

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