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  • Writer's picturearsenemihai

Induction and Onboarding

Updated: Jul 28, 2022

The difference between the two and how can you ace both with every hire

Although there are some differences, both are important to be done properly for consistent:

- Employee engagement

- Employee satisfaction

- Job success

- Lower attrition

Induction or orientation is a single event where the recruit is introduced to the organisation and vice versa.

For a successful induction, HR, which is responsible for the process, needs to follow certain steps, before the first day of work

- Define what paperwork is necessary for hiring, shares with the recruit what those are

- Filling out forms

- Signing the agreement, be it labor or services

- Signing employee handbook

- Signing company policies, procedures

- Depending on the complexity of the role, a training needs assessment might be filled, to determine the level of knowledge and training needed

- If an office environment

o A walkthrough of the office, entrances and exits

o Location of facilities, kitchen area, bathroom, parking, lockers

- If the work will be conducted remote, infrastructure access and communication tools will be required

Onboarding is a series of events, linked together in a process, where new employees are physically, emotionally, and professionally incorporated into the existing culture and operations of their new workplace. The process can be on-going and can last up to 6 months or even 1 year, depending on the complexity of the role.

Usually conducted by the HR function in conjunction with the Manager, it is spread over a few months:

1st Day

- Review company policies, such as leave absences, breaks, clock – in and clock - out rules

- Share organization mission and values, culture

- Introduce to manager, colleagues

- Welcome team video message for remote workers

- Set job scope and expectations

- Gift basket with company logo items such as T shirt or shirt, cap, pen, notebook, etc

2nd Day and for as many days needed, as per the complexity of the learning process

- Start training by providing product or service knowledge, processes, procedures

- Set preliminary tasks and evaluate

After the training and for up to 6 months or more

- Discuss performance metrics

- Regular check – ins, feedback sessions, performance reviews

- Recognize positive employee contribution

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