Onboarding from an employer’s perspective

Table of Contents

Employee Onboarding refers to the process of welcoming and equipping new employees in a way that helps in improving overall retention, productivity and growth of the organisation. Onboarding program is the time to make a good impression with the new employees. It is much more than a standard induction process. This process aims at molding & fashioning employees to become familiar with their new workplace in a structured and timely fashion and bringing them onboard with regard to company culture, understanding of job function and overall comfort level.

Employers and recruiters are beginning to see that a quick initiation to the job is not an effective way to achieve employee competence and understanding. In order to cultivate a workplace in which employees have clarity regarding every aspect of their role, perform their tasks well, feel welcome among their peers and possess adequate job satisfaction, there is a need to invest in an onboarding program that meets a variety of needs. A good program, by most standards, helps new employees to feel welcome on the job and helps the new employee be up to speed to become productive in their positions. The ultimate goal of a structured long term onboarding program is to achieve improved productivity, engagement, growth and retention among new hires.

Making new hires feel valued at the organisation is a step in the right direction. We need to help them to achieve an understanding about the ways in which processes are carried out in the organisation. Onboarding process should provide an understanding of the values and characteristics that are aligned with corporate culture. Thus, new employees are better able to immerse in the corporate culture and build social connections with their co-workers and integrate faster. The shift is easier and also helps the employee connect to the vision, purpose and bigger picture of the organisation. Expectations are set at the offset during onboarding and training so that employees are fully aware what is expected of them and the key performance indicators they are required to meet. The whole exercise imparts competency and a sense of confidence among new hires. It lessens misunderstandings that can lead to frustration and resentment, which are issues that frequently cause hires to resign early on.

Onboarding objectives from the Employer’s Perspective

  • Position the Organisation as an employer of choice.
  • Help new hires acclimatize faster, feel welcomed and valued at the offset.
  • Gain clarity about the new role along with duties, responsibilities, policies and team dynamics.
  • Reduce grievances, misunderstandings over lack of clarity about the norms in place.
  • Communicate the expectations and key performance indicators early.
  • Reduce attrition.
  • Build employee connect with the employer.
  • Understand organisational hierarchy and reporting structure within the organisational framework.
  • Develop positive attitude in new hires.
  • Help understand company culture, beliefs, norms and values.
  • Encourage socialization and team bonding.
  • Get your employees to be upto speed faster and thus contribute to productivity and growth of the organisation
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