Is your onboarding program an integrated process that combines high touch with high tech and manager involvement?
First, let’s decide on our terminology. At Infopro Learning, we consider “orientation” to mean activities such as getting the new hire on the payroll with appropriate benefits, etc.
On the other hand, “onboarding” is considered a longer process (up to one full year) with the goal of reducing the time it takes for new hires to reach acceptable productivity, to truly assimilating them into the culture and the team, and to ensuring they understand how their role fits into the big picture.
A recent survey of 90 HR professionals by the Impact Instruction group (reported in T&D magazine) found onboarding to be a major priority for fully two-thirds of respondents. Almost that same number uses a technology-based solution for onboarding – more than half use e-learning.
Asked by Impact what their organizations do well in onboarding, responses included:
A second survey (by Ryan Sanders) indicates that managers are always critical to a successful onboarding process, especially for younger workers who have a strong need for connecting at a personal level with their managers.
Three out of four respondents said on-the-job training was the most important thing a new hire needs to get up to speed and begin contributing quickly.
The benefits of strong onboarding programs to employees may be obvious – but what about the benefits to organizations? According to several studies, these benefits include:
Experts advise providing onboarding throughout the organization at the following levels:
While each organization may have its own goals and processes in place, here at Infopro Learning we propose the following key components and tools that can be considered as the foundation for a solid, practical onboarding program.
Here are 5 Key Components of Successful and Practical Onboarding, in an Infographic: