Digital transformation is the change associated with the application of digital technology in all aspects of human society. Digital transformation can also be explained as the the concept of going paperless which affects small and big business processes and every segment of society including government, media, art, medicine,and science. Internet of things, cloud computing, digital analytics and big data are some of the recent innovations that has made a strong impact. Digital transformation has created unique marketplace challenges and organization’s have to be flexible to adapt to the changing technologies.
Onboarding is about putting the new hire in the best position to be able to contribute to the organization. Developing competencies according to a new hire’s role is key to success. The effectiveness of the onboarding program determines how fast an employee can adapt and integrate to the new organization and start contributing by making a tangible difference. Bringing the new hire upto speed, helping them develop role-based competencies needed to perform their specific jobs and implementing important business practices are some of the key focus areas.
How Digital has impacted the new hire onboarding process
- Use of Digital Analytics
Digital analytics is the advanced use of data from your business and the competition to improve business processes. Careful analysis of data about new hires help to implement strategic steps to improve productivity of new hires and reduce mediocrity. This could include simple surveys such as an online feedback form on the current onboarding methods or questionnaire about the bottlenecks faced in the current role.
- Electronic Onboarding of New Hires
Fully electronic onboarding provides smart & custom e-forms with electronic signatures and reduces paper works. Go paperless and automate all your tasks and paperwork. Form I-9, E-Verify, W-4 are filled electronically by new hire and signed using digital signature further simplifying and streamlining the onboarding process. Form I-9 is audited electronically. As a result redundant methods in onboarding are eradicated giving way to easier set of processes for HR and new hire saving both time and cost.
- Pre-Boarding Formalities
Send a Customized e-mail to welcome the new hire. Share the task and responsibilities for the first week and month prior to joining. send out a customized package that includes the job description, organization hierarchy, mission, vision and values statement, incentives and benefits. Also share an e-employee brochure prior to joining.
- Automating Job related Training
Electronically assign a E-mentor to train the new hire in the new role so that they can align himself with the organisational objectives. Setting up a video call with the team. Handing over an E-book and E-newsletter for initial learning phase of new hire. Sending videos or podcasts about the new job functionalities.
- Establishing Social Connect
Create a social networking group and invite your new hire to join online social community of new hires helps them to know what to expect at the workplace and helps in solving complex problems or contingencies that may arise at the work place. They can ask questions, seek counsel and get advice whenever required. They can get tips from other employees who went through a similar experience to theirs and learn how they overcame their challenges.
- Automated Resource Allocation
Use digital solutions to prepare the new hire’s work station, automate resource allocation to employees based on specific roles, position, department, location and giving essential instructions. Based on their role, new hires receive the necessary resources, credentials, rights and access codes such as access to employee portal or technology solutions.