New personnel reception process is the process of integrating new recruits into the organization and culture of the business. It's not just a matter of paperwork, training and orientation. It's also about creating positive experiences that are effective and keep them engaged.
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According to a Linkedin study published in 2018: “21.7% of data analysts and embedded software engineers left the workplace in 2017.”. The question businesses need to ask is: How do we create a nurturing environment that encourages them to stay? The first impression is often a lasting impression, so you should pay more attention to onboarding new employees.
1. Prepare in advance for the “onboarding” process
If on the first day you come to the office, you see an image of a dusty workplace, no chair, computer not yet set up, etc., do you want to continue accepting the job? The answer is definitely no because this is evidence of superficiality and lack of respect from the business side.
To make a good first impression with new employees, you need to prepare all the necessary facilities 1 day in advance. There are 2 environments you need to pay attention to:
- Clean work area.
- Necessary equipment and supplies: computers, keyboards, desk phones, etc. have been set up and have the necessary applications and software pre-installed so that employees do not have to wait.
- Access cards and possibly some company-branded welcome items.
Digital working environment
- Set up network systems and access to relevant work areas.
- Provide internal accounts such as: Email, internal corporate social network,…
2. Welcome new employees
Whether one has much experience or not, getting used to a new environment always gives people a strange feeling. Therefore, the welcoming ritual for new employees will help businesses close the gap between new and old employees.
Businesses should combine the following two forms of welcome to create: new personnel reception process the most effective:
- Welcome in the traditional way
Simply, organize a welcome session for new employees to direct and indirect work departments. Or the group leader can organize a light party for old and new members to interact and get to know each other.
- Welcome with internal email and internal social network
New employees need to learn the job and get to know their new colleagues. Hence, interaction across platforms internal communications is very important. The human resources department should send a welcome email to the entire company to welcome new employees and give them a “beautiful” Post on the company's internal social network platform as a welcome ritual.
3. Work instructions and direction
When a new employee joins, it's important to give them insight into the company culture and their role as an employee. Accordingly, businesses should prepare the following contents:
Brief introduction of the business and working process
- Establishment history, overview of business activities in recent years.
- Operational objectives, regulations, principles, and policies for personnel in the enterprise.
- Work process: Working hours, salary structure, KPI,…
- Introduce the corporate culture and the position held by that employee.
Depending on each job position, the instructor needs to provide and discuss with new employees the tasks that need to be completed such as:
- Specific and minimum requirements for the job
- Specific development goals
- Plan for work during the probationary period
4. Training on job expertise
New employees need to undergo appropriate professional skills training to be able to handle the job well depending on their position. In addition to fostering professional knowledge, onboarding process Professional skills also help build a professional and effective working style.
In addition to knowledge directly related to work, businesses also need to provide basic knowledge and skills of other departments that are directly or indirectly related to their work. These training sessions help them coordinate smoothly with other departments in the company to promote efficiency at work.
5. Evaluate the new employee training process
Once the onboarding and training period is over and the new employee feels part of the team, you might consider asking them to give feedback on the experience. However, most employees do not want (or do not dare) to speak up about the work they undertake, no matter how unpleasant it may be.
CoDX Lifecycle Employee Surveys can address these concerns by providing a safe, anonymous and confidential way for people to express their honest opinions about new personnel reception process of business.
This method is a great opportunity to identify further training or coaching needs if necessary. From there, businesses will take timely actions such as adding more classes, providing comprehensive information about the organization's training needs and allowing planning of courses and cross-training methods. or add support tools according to the “real” needs of employees.
The software supports professional tools for businesses to listen to employees' voices throughout their lifecycle. The system records employee feedback at every stage of engagement, with the Thank you cards system, digital human resources services on CoDX's digital workspace, businesses continuously improve and provide real-time feedback to establish Design a complete employee experience system.
Experience one new personnel reception process Being sketchy and not meeting expectations will make new employees feel that your organization is poorly managed and that the company has not properly prepared for their arrival. Especially in today's competitive labor market, a comprehensive employee welcome process is something every employee expects and is a mandatory task for every human resources team.