How to Improve Your HR Onboarding Process & Performance
The holidays are here and the New Year is quickly approaching. Reflecting over 2017, was performance where you expected? As yearend draws near and budgets come to a close, areas that require improvement begin to stand out. A clearer picture of performance develops and plans for adjustments in the New Year begin.
One area that greatly effects performance is employee onboarding. Success relies on employee performance. Peak performance stems from a comprehensive onboarding. However accomplishing effective onboarding can be tedious, time consuming, smile erasing work…
Consider these simple tips to automate and help improve your employee onboarding and performance in 2018.
When initiating a new hire onboarding checklists are referenced to manage employee information and to reduce confusion, delays and loss. An HR onboarding check list consist of several documents including but not limited to:
- Job Application
- Signed Letter of Offer
- New Hire Personal Data & Documents (License, Social Security, Passport, etc.)
- HIPAA Agreement
- Background Check Permission
- Payroll Forms
- Tax Forms
- Employee ID Forms
- Employment Handbook
- Many more...
Check lists are important but even more important is acclimating to the climate and culture of a new job experience. Automating the onboarding process allows employers and employees the ability to better adjust to their perspective roles. Automated check lists free up more time to allow for across department introductions.
Focus then seamlessly transitions from formalities to creating a comfortable work environment. New employees flourish and managers can be automatically updated to progress. Additionally, automation’s centralized control allows for an enhanced approach to achieve compliance and decrease possible liabilities.
Automation also allows for seamless updates and evaluations. Employees can be granted external user access to update personal information like address and life changes (new birth or marriage) as well as professional information (workshop completion or job training). This access gives employees limited secure entry to designated areas of their information to make any requested, necessary changes or adjustments. Absences can be documented and quickly reviewed. Reminders for performance reviews can be scheduled and notated. The central location of information reduces repetition, duplication, and time while it increases efficiency and productivity.
An automated HR onboarding process supported by a document/record management software takes away the need for paper documents. It provides one centralized site that can be securely accessed across multiple departments at necessary clearance levels. This allows for across the board quick check-ups on your onboarding process.
Additional benefits for check-ups are routing, notifications, and e-signature. Routing and notifications greatly decrease the wait for signatures and approvals. Electronic documents can be securely signed with e-signature in moments and quickly attached to the appropriate record. Papers no longer sit on desks and in emails because tasks are electronically routed and users are alerted to take action. HR can quickly check-up on the process and be alerted when all signatures and approvals have been made.
A document/record management software reinforces the progress of automated employee onboarding processes by allowing reporting for audits and other procedures. A trail is laid with each notification and action. This allows for detailed reports of what took place and who is to be held accountable. Reports also allow a big picture view of onboarding compliance measures as well as employee progress.
By channeling onboarding information into a centralized location users are able to seamlessly collaborate. They can clearly check-out any tasks that are pending or review the tasks that have been completed. This improves accountability and decreases the chances of duplicate work.
Paper documents are no longer necessary. Electronic records and documents grant the ability to efficiently search and track. Check-out and complete tasks with across the board controlled access.
Documents regarding approvals for promotion, raise, vacation, maternity/family medical leave, and more move quickly and securely through the appropriate channels to ensure all compliance measures are met. The need to quickly check-out or assess the information contained in edits, notes, employee reviews, and approvals is often vital for audits and other procedures.
The ability to create external users also helps to increase collaboration. The external users feature allows employees limited secure access to designated areas of their information. This allows them to make any requested, necessary changes or adjustments.
Promote Performance Progress
When was the last time you checked-in, checked-up, and checked-out? If performance was lacking this year, a closer look at employees can help to understand and improve the areas in need of development. A 2007 Whynhurst Group study showed that employees are 58% more likely to remain with an organization after 3 years when they go through a structured onboarding.
Start your New Year and new employees with the skill to better perform by simplifying procedures, ensuring compliance, and helping to effectively acclimate to new circumstances. A successful HR onboarding process is key to reducing employee turnover and ensuring that goals are accomplished.
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