Employee onboarding is one of the most critical aspects of any HR department’s job. The way they handle onboarding can have long-lasting consequences. For instance, poor onboarding doesn’t just make it difficult for supervisors and line managers to make new hires feel at home; it also eventually results in a higher churn rate. If you want to keep your onboarding process mutually beneficial – for the new hire and the organization – you should take these measures into account.

Clarification: Make the Role and Responsibility Clear

It is pretty important to explain the employee’s role in great detail in the beginning. This clarification is more than just reading out their job description aloud. You need to ensure that they truly understand what they are supposed to do in a hands-on setting.

Company’s Compliance: Simplify the Policies and Procedures

Employees must know about all the organization’s rules, regulations, and every company policy from day one. Using handbooks ridden with heavy legal jargon defeats the purpose of making employees acquainted with the compliance details. Therefore, always use simple language and also verbally expand on those details in workshops.

Culture and Connection: Understanding and Adapting to the Company’s Culture

It is also important for employees to make sense of the company’s culture from the beginning and start connecting with others. Robust HRMS software can come in quite handy in helping newly onboard employees to understand, identify with and connect to their new employer’s culture and value.

If you haven’t deployed an HRMS application in your HR department, consider SimplyHRMS by Microsys. It is a lightweight, web-based HRMS solution where HR teams can manage several HRM tasks more efficiently. Its easy-to-use interface will also help new employees to fit into the organization in lesser time.

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2 thoughts on “HR101: Ingredients of Good Onboarding”

  1. Pingback: HR101: Ingredients of Good Onboarding | Microsy...

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