On boarding??
The recruiting process does not stop once the right person is hired. 6 months ago, a new position was created --health and safety manager. The ambitious growth of the company has reached it stage where legislated safety standard has became an issue. With all the money, time and effort put into the recruiting and selection process, the candidate with the best fit was hired. the unfortunate thing is that the same person quit 2 months after his commencement.
the same amount of effort was invested to find a replacement for the position. 2 months later, another qualified candidate was hired. this incident happened 2 months before my coop term with the company. I was hired as a HR assistant and one of my very first assignment is to organise and coordinate the on boarding program with new hires. To my knowledge, i realised that new employee usually go through a training session with manager of different department to gain a better understanding of the company's operations. What surprising to me is that this safety manager, after working for 2 month, has not gone through any on boarding activities. He was thrown in to the sea and was force to use his swim-or-sink ability to fulfill his obligation as a safety manager. He is doing great work for what he was asked for. However, one could guess why the first safety manager quit his job.
It is known as the "On Boarding" process. The steps and activities taken place to ensure that newly hired employees feel comfortable, welcome and able to fits into the organization as quickly as possible. The company should make every effort to minimise the time it take for a new employee to become a productive member of the team. A poorly organised on boarding (or not having one at all) will either lead to employee turnover (which was in the case of the safety manager) or low performance employees. Especially for SME (small to medium enterprises), when talents are hard to come by, an effective on boarding program will definitely pay off and lead to both short and long term goals.
To successfully design and implement an on boarding program requires strong partnership between the hiring manager, HR and the new employee. In most company, on boarding program is usually facilitate by HR. However a proactive approach by the hiring manager is critical. A lot of times, on boarding programs fail due to the lack of committed from the parties involved. Although it is inevitable that when busy times come along, generating profit seems like the first priority. However, we need successful people to run a successful and profitable company.
Nowadays, more and more companies are investing time in employee on boarding and incorporating it into their recruiting strategy, which is also part of the overall HR strategy to successful human capital. There are also tons of on boarding referencing materials out there for HR newbies . Having said that, the least a manger could do is to bring the new person and some co workers for lunch. Building great relationships is one of the important elements to high employee performance. Great long term relationship, that is.
The recruiting process does not stop once the right person is hired. 6 months ago, a new position was created --health and safety manager. The ambitious growth of the company has reached it stage where legislated safety standard has became an issue. With all the money, time and effort put into the recruiting and selection process, the candidate with the best fit was hired. the unfortunate thing is that the same person quit 2 months after his commencement.
the same amount of effort was invested to find a replacement for the position. 2 months later, another qualified candidate was hired. this incident happened 2 months before my coop term with the company. I was hired as a HR assistant and one of my very first assignment is to organise and coordinate the on boarding program with new hires. To my knowledge, i realised that new employee usually go through a training session with manager of different department to gain a better understanding of the company's operations. What surprising to me is that this safety manager, after working for 2 month, has not gone through any on boarding activities. He was thrown in to the sea and was force to use his swim-or-sink ability to fulfill his obligation as a safety manager. He is doing great work for what he was asked for. However, one could guess why the first safety manager quit his job.
It is known as the "On Boarding" process. The steps and activities taken place to ensure that newly hired employees feel comfortable, welcome and able to fits into the organization as quickly as possible. The company should make every effort to minimise the time it take for a new employee to become a productive member of the team. A poorly organised on boarding (or not having one at all) will either lead to employee turnover (which was in the case of the safety manager) or low performance employees. Especially for SME (small to medium enterprises), when talents are hard to come by, an effective on boarding program will definitely pay off and lead to both short and long term goals.
To successfully design and implement an on boarding program requires strong partnership between the hiring manager, HR and the new employee. In most company, on boarding program is usually facilitate by HR. However a proactive approach by the hiring manager is critical. A lot of times, on boarding programs fail due to the lack of committed from the parties involved. Although it is inevitable that when busy times come along, generating profit seems like the first priority. However, we need successful people to run a successful and profitable company.
Nowadays, more and more companies are investing time in employee on boarding and incorporating it into their recruiting strategy, which is also part of the overall HR strategy to successful human capital. There are also tons of on boarding referencing materials out there for HR newbies . Having said that, the least a manger could do is to bring the new person and some co workers for lunch. Building great relationships is one of the important elements to high employee performance. Great long term relationship, that is.
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