Help new employees stay convinced they have chosen the right organization: Many parts of the "stable" orientation program help make this happen. However, simply mapping out the first week of new recruitment and taking care of the "little things" will reinforce the decision for automated onboarding software for employees & Hr at OVA.
Be proactive with pre-orientation initiatives: New employees who haven't registered for a job and perhaps weeks before the start date can use the company intranet to learn about the company's culture, policies, and benefits.
Get ready: Present the Program or Slideshow: The slideshow presentation ensures that all to-do items are covered by all new hires. The presentation should cover the organization's history, services, objectives, policies, strategy, guidelines, culture, development opportunities, communication mechanisms, benefits, and performance management systems.
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Clearly Define Roles and Responsibilities: Make sure everyone understands their roles and the schedule in which their responsibilities will be carried out. Although each organization is unique in the way board responsibility is distributed across the organization.
Communicate and integrate with the team: Managers are usually busy but they must be available in the first week of new recruitment.
Adaptation of boards to different target groups: The process can be adapted to the different needs of different groups of employees.
Establish a formal follow-up system: Create follow-up interviews by asking employees about their experiences so they know they can make a difference. This will provide you with valuable feedback from new hires who can still be seen over the company fence.