Hello, I’m looking for some inspiration for improving on-boarding (organisation-wide, no just HR). Anyone would be willing to share your on-boarding policy/framework? Do you have a set of guiding standards/principles for on-boarding? Checklists and anything else related would be very helpful.
We’re an international charity of around 300 people, looking to make the process more efficient and consistent across various teams/offices with better defined responsibilities.
Thanks in advance!
As ever, you should define what you want the process to achieve before starting to describe what it should look like.
Generally, the object of onboarding overall is to enable the employee to provide work of maximum value as quickly as possible.
1. Bureaucracy.
The correct paperwork needs to be exchanged, identity and right to work confirmed, qualifications checked, forms signed and payroll, log-ons etc all organized.
2. Orientation.
The employee needs to know where to find the things they need - physical and digital - including locations, people, resources and things like "the fire exit".
3. Training
We are all used, now, to the idea that a new started must undertake a certain minimum standard of in-house training, usually around health and safety and workplace behaviour, typically delivered digitally.
4. Philosophy
Also called "culture" or "values". The employee needs to absorb the philosophical principles of the workplace. Generally, this is less about discreet activities than it is about how you go about the previous three items. If they are efficient, consistently branded, clearly recorded and seamless, that will send a strong message about how the company expects things to be done. If they are haphazard, inconsistent and take much longer than they ought to... same thing.
But you can also include specific philosophy-based content which will need to be based on your own company culture.
As ever, you should define what you want the process to achieve before starting to describe what it should look like.
Generally, the object of onboarding overall is to enable the employee to provide work of maximum value as quickly as possible.
1. Bureaucracy.
The correct paperwork needs to be exchanged, identity and right to work confirmed, qualifications checked, forms signed and payroll, log-ons etc all organized.
2. Orientation.
The employee needs to know where to find the things they need - physical and digital - including locations, people, resources and things like "the fire exit".
3. Training
We are all used, now, to the idea that a new started must undertake a certain minimum standard of in-house training, usually around health and safety and workplace behaviour, typically delivered digitally.
4. Philosophy
Also called "culture" or "values". The employee needs to absorb the philosophical principles of the workplace. Generally, this is less about discreet activities than it is about how you go about the previous three items. If they are efficient, consistently branded, clearly recorded and seamless, that will send a strong message about how the company expects things to be done. If they are haphazard, inconsistent and take much longer than they ought to... same thing.
But you can also include specific philosophy-based content which will need to be based on your own company culture.
