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Lifecycle Area: Onboard & Retain
Sub-Topic: Onboarding

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 Onboarding

• Overview
• New-Hire Process
• Onboarding Process
o Introduction to Organization
o Integration Into Team
o Individual Goal Setting
• New Hire Checklists
• Onboarding Checklists
• Onboarding Targets

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 Overview

Onboarding is the step by step process of moving a

successful candidate to successful employee.
This process involve how candidate is getting engaged
with your company, how productive they are in their
work, and while achieving set goal, how well they are
working independent.
It is the valuable and important time for HR, Managers
and New-Hires.
It carries your recruiting processes forward but hiring
and training of new employee can be as stressful for
management as it is for the new-hire.

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 Overview

When you have clear written procedures for

onboarding employees and successfully make
them start working, you remarkably reduce stress
and provide a smooth transition for each involved
in the process.
Formal written procedures can save time and
money. Without preparation, the employee could
get confused and management could face loss in
the form of employee turnover.

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 1. New Hire Process (1/2)

If an onboarding process starts when an offer is accepted, it

doesn’t stop on the first day of their job. It a process of
evaluation of 90 days. The faster new employee feels
comfortable and prepared for their jobs, the faster they will
be able to work efficiently.
First impression matters in the workplace because the way
employees introduce to the situation is important to find
out how they handle the situation and also how productive
they perform.
Whether the onboarding process for new-hires are manually
or automated, it is important for job satisfaction, improve
employee performance and retention.

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 1. New Hire Process (2/2)

Best practices and set of analytical to-do items

helps the new-hires off to a good start.
Training on first day is also an important element
for new-hires in onboard process which can help
them understand their jobs and responsibilities .
New-hire process is needed to build consistent
and repeatable process to improve the
onboarding process.

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 2. Onboarding Process (1/2)

Onboarding Process or Organizational

Socialization is a process of incorporating new
employee with the Company and it’s norms and culture .
New-hires mostly spend their first-day doing paperwork.
Prepare and arrange proper paperwork is important to
reduce the waste of time.
Show employees that the management is organized by
setting clean and fully configured workplace, PC, phones
and tools.
Begin training and familiarization right away by providing
a list of pre-installed applications and E-mail accounts.

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 2. Onboarding Process (2/2)

Introduction to peers and Company policies and

procedures quickly help the new-hires to ramp up.
Formal meetings or orientation arrangement can help
them to start work more effectively.
Training is the best way to ensure thoroughness and
compliance and it reduces stress on manager and team.
Structured and scheduled work, written materials and
face-to-face interaction are effective training procedures.
Teamwork and clear targets can help employees
prioritize and focus and ensure that they are on track.

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2.1 Introduction To Organization

Management should devise quick measures that

help new employee understands company
policies, procedures, structure and organization
culture.
Set up new desk, welcome message, computer
logins, organizing initial documents or forms are
the tasks that help employee to adjust to the
social and performance aspects of their job.

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 2.2 Integration Into Team

Looking for best candidate for positions in the

Company is the only way to create effective team.
Onboarding process is the most effective way to
ensure that newly hired talent will be productive
and work as a team.
As soon as employee receive job offer, they also
get engaged with team members. Onboarding
process bring employee and management
together and work with team spirit.

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 2.3 Individual Goal Setting

To keep existing team members displeased with

new employee, make sure that roles and
responsibilities of team members are specified
earlier.
Setting goal of each individual is a good way to
clarify the position of new employee as well as
other members whose work are related, how
they will collaborate and how projects will run
smoothly.

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 3. New Hire Checklists (1/2)

New-hire checklists are important to build a consistent and

repeatable process that help engaging new employees from the
first day and to make them more productive quickly.
Before the Employee Start Date checklist is used to make
the employee feel that they will have a welcoming work
environment, colleagues and fully equipped workplace. It will
also help employees get settled smoothly on the first day.
First Day on Job checklist is used to welcome employees and
helping them start their work. They also start understanding the
position and performance expectations.

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 3. New Hire Checklists (2/2)

First Week on the Job checklist helps employees to build

knowledge of internal processes and performance
expectations and feels comfortable in the new environment.
First Month on the Job checklist is used to find whether
employees are aware of performance related to the position
and expectations. They remain to develop, learn and build
relationships in the Company.
First Three Months on the Job checklist is critical to know
whether employees completely understand their roles and
responsibilities, work independently and produce impressive
work. The employees continue to feel acclimated, both
functionally and socially, to the environment.

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 4. Onboarding Checklist

First Day on the Job checklist provide written

onboarding plan, introduction to the internal
team, inform job activities, and schedule of
debriefing at the end of the day.
First Week checklist provides both short or
long term and professional or personal establish
goals listing, realistic job reviews, employees’
roles and company goals and structure, social
activities steps, and week one assessment.

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 5. Onboarding Targets

15 Days Follow-Ups give checks on employees improvement toward

the set goals. Management also gives the opportunity to help the
employee identify and resolve any issues.

30 Days Check-Ins is used to familiarize the new employee with the

Company through introductions.

45 Days Benchmark is a great time to settled down with employees

to examine their familiarities with the Company but also to see how
satisfied they are. Management can also examine their performance
are up-to-mark on assigned shorter projects and also determine what
they’re thinking about bigger challenges.

90 Days Review is important to understand how well employees are

successfully performing their roles and responsibilities and producing
quality work.
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For More Information see additional
modules in the The ReSource or
consult your attorney or financial
advisor.

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