We’ve all found ourselves staring at a new employee packet at least once in our careers. Depending on the size and organization of the company, it may have consisted of several stapled sheets of paper or an impressive binder with everything from branding guidelines to a full-color brochure of area attractions and landmarks.
Whatever the case, the time and money spent immersing new employees on the expectations, standards, goals and culture of an organization impacts a company’s bottom line.
According to a report published by the Society for Human Resource Management (SHRM) titled "Onboarding New Employees: Maximizing Success," half of all senior hires fail within 18 months in a new position, and half of all hourly workers leave new jobs within the first 120 days. What is the solution to this costly attrition rate? The report points to efficient onboarding practices as the most critical to employee retention (after effective recruitment and screening processes) while observing “the faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the firm’s mission.”
Though the Internet is teaming with insight to distinguish the most effective onboarding practices, a single technological concept is enabling business to put these fruitful plans into action: HR automation – converting time-consuming, paper-based HR processes into computer-based models.
Here’s some sample onboarding advice and how managers are cutting new employee onboard time considerably using HR automation.
Design a well-planned onboarding procedure
A well-planned onboarding procedure is one that evolves over time and can be executed in stages. Some companies have onboarding programs that span up to two years. HR automation allows this staggered interaction to be achieved by creating online, manageable repositories of information. Not only is this more efficient from a records management/compliance perspective, but from a relationship angle as well. The ability to automate HR-to-employee communications like scheduling orientations and/or sending periodic, predetermined messaging with content relative to the employee’s position can quickly build trust and rapport.
Emphasize quality interactions
HR is truly the emotional epicenter of an organization. A company’s relationship with each individual employee cannot rely on what time of day a question is asked, or who in HR picks up the phone. Even the best HR team can’t do it all. By automating everyday tasks, HR members can spend more time on quality interactions including those that are more sensitive and personal in nature.
Gain support from multiple organizational resources
By automating HR resources and functions, HR teams can open up entirely new ways for engaging company-wide. No longer does a manager have to turn a new employee away with the comment “ask HR” or spend business-critical time finding the answer themselves. HR automation elevates the awareness of HR programs and activity while transforming the tedious into organized, transparent processes. Ultimately, these refined processes make onboarding the new employee less like an arduous set of disconnected tasks and more resembling of an ongoing conversation that is both streamlined and engaging.