Talent onboarding and management is a complex endeavor. Organizations often consider completing the recruitment process is enough but the essential process is of onboarding. Higher productivity, ease in working and collaborating, adapting in a new environment are some of the key outcomes of successful talent onboarding. Here are a few reasons which make onboarding important for talent management.
Impact on Retention
In the first few weeks, only employees form an impression about their workplace; no matter how detailed was recruitment process. The onboarding period plays an important role for how long he/she would like to stay with the organizations and how well fits in the environment.
Productivity is also Affected
Training and development are critical in the onboarding phase as they help the new recruits to understand their work properly and also get used to company tools and software. Even highly experienced joiners need to be trained, this on whole impacts the productivity of an employee. The more one will be acknowledged with the process and workflow of the company the easier it will be for them to focus on the work.
Impacts Satisfaction and Engagement
Satisfaction and engagement are crucial for an employee’s adaptability in the workplace. Introduction with key personnel and teams leverages them to blend in; it facilitates communication and cross-departmental collaboration. Poor onboarding and training programs reflect negative company culture and employer brand. Engagement in work and satisfaction goals can only be achieved with a properly planned and structured onboarding process.
For an effective onboarding process and its implementation companies must jot down the highlighted points.
•Setting up Goals: A structured onboarding process must have goals set to achieve. Elements such as paperwork, probation regulations, on job training assessment, HR induction, access to internal IT are part of the onboarding process.
• Focus on Timeframe: An estimated timeframe must be there for the whole cycle of recruitment to onboarding in which the HR department must also be involved for inputs. Analyzing tools and resources requirement and their procurement should be completed within the timeframe. This helps in optimizing resources and cost investment.
• Customized Process: Every organization has different targets and scale of operation based on which they must customize their onboarding process. Evaluating other firm’s process is fine but adopting it may not be beneficiary for one.
• Streamlined Process: Time is very important and decentralized process would become tedious, messy and time-consuming. A streamlined and transparent process would be effective in on time completion of onboarding and hassle-free.