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ONBOARDING: STRATEGIC EMPLOYEES INDUCTION AND INTEGRATION

ONBOARDING: STRATEGIC EMPLOYEES INDUCTION AND INTEGRATION

PLANNING

Receiving a new employee should be seen as a well thought out and planned process that involves relevant department and personnel. Usually, it starts with the human resource department sending out an appropriate notification to receiving department detailing the date and time of assumption of office by the new staff. Such notices will also include instruction for the receiving and welcoming of the new hire. This may not be the process in a small organization but the most important point to note is that how you receive visitors will determine the impression that they have of you and your organization.

DESIGNATION OF A FRIENDLY RECEIVER

The standard practice is to have someone received and welcome the new staff to the organization; this should be trained personnel such as a receptionist, front desk staff, HR Assistant or the head of the department of which the staff is posted. This contact person in most cases becomes a friend and someone that the newly hired could call unto for assistance.

SPACE ALLOCATION

Space here will depend on the nature of the job and not necessarily a desk and a table or a room; however, even in a workshop, people feel comfortable when they are given a workspace or area. Provision of space should be prearranged and the new personnel should not be to feel that the organization is not organized.

DOCUMENTATION

It is expected that HR would have perfected all the necessary employment documentation, importantly here are organizations guideline, employee handbook, safety regulation and code, Job details and description and all matters relating to the organizations history, structure, and the reporting system. It is most recommended that this should be provided on the first day at work either in print, written or as a presentation.

STAGES INDUCTION AND INTRODUCTION

This stage will include an introduction to the organization; in which a brief history, achievement and future plans of the organization are explained and the work process and necessary reporting hierarchies within the organization highlighted. The first point of call is the staff immediate supervisor and head of the department. Thereafter, he or she may be introduced to other sectional heads or a designated staff in a department with which the staff would have interaction i.e. internal customer and external customer concept.

ONBOARDING METHODS AND STRATEGIES

It has been generally accepted that the size, structure, capacity, and expectations from the new employee will to a large extent determines the type and system of onboarding in an organization. However, the known methods include:
• Structured Induction
Most organizations have gone to the extent of developing an instructional manual that highlights important details about the organization to be taught to a new staff in a structured manner. For example, the new personnel may be taught by HR for a few hours, days and sometimes weeks. The structured induction method ensures that relevant fact and details about the job are properly communicated to the new employee.
• Unstructured Induction
The unstructured induction places emphases on the current reality of the organizations by giving rooms for the instructor, mentors and designated personnel to be flexible in what they discuss with the inductee.
• Formal
This is an organizationally approved socialization method in which specific guidelines are given on how the induction processes should be conducted and anchored. It is documented and properly streamlined to capture all relevant details including performance standard.
• Informal Induction
There are certain organizational behavioral patterns that are not taught but picked and learned by the employee in the course of interaction with the organization. Sometimes, you realized that staff goes for launch, not at a specific time but intermittently based on workload and permission; however, in some organization staff leaves for a break at a particular time.

Continue to: CURRENT APPROACHES TO EMPLOYEES ONBOARDING
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