I recently started a new role as HR Officer and wanted some advice.
I wanted to check if the following is normal practice. In my previous HR role I would have inducted new employees and 1st 2-3 weeks would have been very much induction introduction meetings, training on systems and policies and procedures before expecting much actual work from the new employee
As a new employee myself I have experienced a different process.
I was given a laptop on day one and login details. I had to ask another admin team member what files I had to access and then contact IT myself to arrange this.
I was not given direction on procedures but advised about break times and given a verbal general overview of company. I started to read through policies I found on my pc myself to try to be proactive.
I asked for an org chart and was told it was on the hris system to look at. I did not get login to the hris system until week 2 when I realised I could not get online.
During week 2, I was handed 2 large files told both needed done that day. One was pre employment checks and the other shortlisting. Which one did I want to do as I said I knew about recruitment at my interview.
I was asked to help with payroll calculations in week one and 30mins before end of the day on Friday I was told info was needed by end of day.
In week 2 I was asked to be a note taker in an investigation meeting. I asked in advance was there anything I needed to know befire going into the meeting. I was told no just take notes. I struggled as I was not sure who the attendees of the meeting were but I took the minutes as I’m confident to do this but had to work out names after the meeting.
I’m unsure if anyone had similar experience as an HR Officer? My last roles there was a lot more training and mentoring given before handing over the actual physical duties. I have lots of experience and cipd level 5 qualified so I feel I’m capable but this has knocked my confidence a little.
It sounds like the department has no structure and they're a bit chaotic. I've had good inductions and bad inductions so I can't speak to what is "normal".
Who is your line manager? Have you asked for a catch up with them to discuss induction and information you feel is missing?
I'd be assertive and be more specific about what information you need beforehand and simply say if its not given you cannot do it in time as you are already doing your best.
A few questions, are you standalone or part of a wider team? Is your line manager part of the HR function or a different function? I would say if you are standalone and or if your manager works for a function outside of HR e.g. finance, this might contribute towards your less than stellar experience to date and the potential lack of awareness or understanding from other colleagues of the importance of how critical the first few months of employment are for any new starter.
It does sound like they could do with introducing an induction and onboarding plan for new starters. Perhaps you could help and make suggestions based on your own experience!
Also I think as David indicates, you need to help manage their expectations and assert what you can do and what you cant with time constraints and also request that the next time you are asked to support in an investigation meeting that you are apprised of this in good time beforehand and given details of attendees etc.
Hopefully giving the benefit of your experience will set them on the right track to make and implement some improvements.
First, I would like to say that what you are experiencing is a common experience for many new employees in HR roles, and I completely understand how these experiences can affect your confidence.
Orientation and Training: It is important to receive proper guidance in the early days of your job. If you feel unclear about processes and procedures, you might want to discuss this with your manager or direct supervisor. You can request a formal orientation session to help you better understand the company’s systems and policies.
Taking Initiative: It seems you are taking the initiative to try to understand the company policies and processes. This is a positive approach. Keep doing that and be proactive in asking for the information you need.
Communication: Don’t hesitate to reach out to your colleagues for support. Building relationships with teammates who can help you understand the company culture and daily expectations is beneficial.
Balancing Tasks: When assigned new tasks, ensure you balance the tasks given to you with your available time. If you feel overwhelmed, inquire if it’s possible to postpone some assignments.
Self-Confidence: You have the qualifications and experience, so remember that every new employee goes through a learning phase. Don’t let this affect your self-confidence.
Feedback: After some time, ask for feedback from your supervisors about your performance. This will help you improve your skills and better understand their expectations.
Finally, remember that learning is part of every professional journey, and every challenge can become an opportunity for growth and development. Good luck!
Gosh Catherine, what a baptism of fire you are having.
I'd like to give your team and manager the benefit of the doubt and think they might be new to this, overwhelmed themselves and lacking time to induct a new person properly or perhaps they have been in the organisation so long they can't put themselves in another, new person's shoes or maybe something else.
The raw facts are, your experience is a reflection of how they likely induct people generally and it feels like it's a sink or swim culture.
It's poor form for HR teams to do this. After all, we are most likely the team that advises other teams on how to do this well but the experience you are having speaks volumes.
Yes you can do all the things advised below and use the power you have to influence but it is disappointing and understandable your confidence is knocked. I'd expect better and HR professionals should do better.
I'd suggest you book a check in with your line manager and go in with a list of things you have found out, ask if there are any gaps you need to close, ask to go along to other meetings to get familiar with the organisation and be proactive and positive about solutions, even though this experience is negative.
You might even suggest how you and the team could use this experience as a learning experience to inform future inductions. Try not to be disheartened. It is clear that some HR people are human and also great at this too.
