There are many components of an effective onboarding system. From aligning your talent’s expectations of their new role with what the company expects from its employees, to introducing the specifics of an organization’s culture and enabling a smooth transition for both parties, there are many areas that HR and company executives must keep an eye on when it comes to developing and measuring your employee onboarding process.
Human Resources has been an ever-changing discipline. The HR evolution has almost been on the same par as the technological revolution. Human resources, having gone from being the event and party planners to the paperwork pushers to corporate business partners is about to undergo a number of other changes. The evolution has been slow at times but change has always been in motion. In recent years, we have seen the movement to place a number of traditional HR functions in the hands of supervisors and managers. The variety of functions now handed to front line supervisors varies but can include duties such as recruitment selection, and employee relations. This encroachment should not be viewed as a bad thing; in fact, it may be one of the most important segways to greater advancements in the human resources field.
- Why Your Company’s Deepest, Darkest Secrets Are Costing You Big Money
- Build Onboarding Efficiency with a Paperless Process
- Optimize Your Electronic Onboarding: Make Your Software Work for You
- Analyzing Your Employee Onboarding Program
- Measuring the Efficiency of Your Employee Onboarding System: Electronic VS Paper