Employee Induction and Onboarding
An onboarding and induction process is crucial to ensuring new hires become productive team members. Having a plan in place before you hire a new recruit is the key to ensuring new team members feel welcome and have everything they need to succeed.
Induction or orientation is an event where you introduce the job and your organisation to the new employee and vice versa. It’s an important process for bringing new employees into your business.
The process will cover your rights as the employer, the employee rights and the terms and conditions of employment.
An induction program is part of your knowledge management process and enables the new starter to become a useful, integrated member of the team, rather than being ‘thrown in at the deep end’ without understanding how to do their job or how their role fits in with the rest of the business.
It is estimated 50% of manager roles fail within the first 18 months while for the majority of employees, 50% leave their new job within the first four months.
An effective way to counter these figures is to implement an effective onboarding process. New employee onboarding delivered over a period of at least 90 days is the process of getting new hires adjusted to the social and performance aspects of their new jobs quickly and smoothly.
For many businesses this process begins on an employee’s first day, though it is often best to begin before then. This can be accomplished by sending the new team member key information on their role, the business or team they are joining, and insights into what they may expect once they begin.
It is the process through which new hires learn the attitudes, knowledge, skills and behaviors required to function effectively within your business. The bottom line is that, to the degree you can make new hires feel welcomed into the business and prepared for their new jobs, the faster they will be able to successfully contribute to business outcomes.
On-boarding will assist in building relationships, ensuring expectations on both sides are met, developing the employee’s knowledge of the culture and strengthening their commitment through role clarity and self-efficacy.
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