How to do a good job onboarding new employees?

A risky seed a risky seed the reason between is not difficult to understand. To avoid this seed of risk, it should be in a short period of time so that the employees hired by the enterprise to quickly enter the role of integration into the enterprise, from outsiders to become a business person. This requires a standardized and systematic approach to make them feel respected and cared for, forming a sense of belonging among employees and confidence in their career development in the enterprise. Therefore, timely, standardized and comprehensive induction training is an important part of human resource management that cannot be ignored. It is both the selection of talent recruitment of the subsequent steps, but also enterprises to do a good job of RETENTION (retention) work of the first step. Two training aspects of general/HR training - Overview of the industry, the company's industry position, market performance, development prospects - Corporate rules and regulations and organizational structure - Salary and promotion system - Safety, health -... -Familiarization of workplace, office facilities and equipment -Familiarization of internal personnel (superiors, subordinates, colleagues in the department; heads of other departments, colleagues in the main cooperation) -Professional technical, business, financial and other management training -depending on the position -And the second part of the content according to the actual needs of the work of the different positions, mainly by the direct supervisor of the new employee/department head to formulate and promote the implementation of the time required can be very different from the time required for the implementation of the work of the new employee to the company's business, the company will be able to provide a comprehensive training program. The time required can vary greatly, from a day or two to several months, but is generally capped at the probationary period. A mentoring program is a good tool here. Supervisors can customize the program according to the new employee's personal situation, taking into account his/her job requirements at that time as well as his/her future development needs, so that the newcomer's learning has a specific direction; based on the mentoring program, supervisors can learn about the newcomer's learning and adaptation situation on a regular weekly or monthly basis, and from time to time conduct interviews to communicate with each other's ideas and correct inappropriate parts. In this way, the supervisor does not need to monitor the newcomer's behavior 24 hours a day, but also can cultivate the new employee's sense of identity and responsibility for the work. The HR department has overall control over all the records, implementation tracking, and feedback of these two parts of the training. On the day of reporting to work - welcome to join our company and take up this position - guide the location of locker and restroom - introduce the entry and exit of the factory and the gate guard inspection system - lead the tour of the workplace and the situation - introduction of the work of the department/shift - guide the new employee to start working and introduce the work procedures - remind him of the personnel he can call when he has problems/needs help after the first day - introduce the salary system - introduce the company's medical and health facilities - in-depth Introduce the cooperation between positions in the department/shift - Check his performance before leaving work, evaluate and answer questions for the first two weeks - Introduce the company's welfare benefits - Introduce the channels for complaints and rationalization suggestions - Check work habits for any violations of safety requirements - Continue to check, evaluate and guide his work Several types of training methods Induction training can be conducted in a variety of ways and methods. It can be lectures, seminars, on-the-job training (OnTheJobTraining), or even outdoor training. Some companies also use partner system (BuddySystem), that is, to each new employee designated arrangements for a similar job duties, sincere and responsible for the old staff as a pair of partners, no matter how small, at any time to give new employees the necessary assistance and guidance; and was selected to do partner is also a recognition and honor of the excellent staff, its additional payment, the enterprise also gives a certain reward. This one-on-one personalized service can show the affinity and cohesion of the enterprise, but also the enterprise culture to be spread and strengthen the reliable way. Some companies will also hire a third-party training company to use the more innovative outdoor training as part of the induction training. This kind of training follows the basic theory of experiential training, combined with the integration of newcomers to the psychological and organizational behavior research results, through the scientific design of the situation, so that the course takes into account the newcomer's individual behavioral feelings, the establishment of the team's role in the establishment of the concept of corporate values and identity to promote the integration of new employees into the enterprise to strengthen the sense of identity and sense of belonging to the enterprise; at the same time, but also to make the new employees in the experience of understanding and identity corporate culture. Understand and identify with the enterprise culture. Make the first day impressive organize a simple but warm welcome reception, (according to the budget) prepare some coffee and refreshments, and invite the company staff to meet and get to know the new colleagues. Inform the most basic and immediately necessary information, such as: the layout of the office area, the most commonly used telephone and e-mail guidelines, the use of office equipment such as photocopying, faxing, printing, etc., the use of the pantry, cafeteria, restrooms, and so on Welcome letter - can be used to prepare a lively and humorous welcome letter of the company's jargon or slang, (can also reflect the corporate culture and affinity) company souvenirs (printed with the company's logo) invite ** ** Lunch three to three months before the first day of the meeting ** into the lunch the first three to six months of the probationary period is the company's investigation of new employees, in fact, it is also the employee to confirm that the right to find the new owner of the self-validation period. Successful training and development of new employees has been deep into the behavior of employees and the spirit of the level, in the outsiders into the process of corporate people, employees are gradually familiar with, adapt to the organizational environment and began the initial planning of their own careers, positioning themselves in their roles, began to play their own talents.