A successful launcher is not available in the box. There is no such thing as a plug and play solution. The best practice dictates that onboarding programs must be consistent with company objectives and reflect industry practice. However, a successful automated onboarding software program has similar characteristics:
o This program is not an exercise that is completed in three months or less, but rather a holistic approach that covers the entire career of the employees in this company.
o Don't just focus on new employees, but also include employees in new positions, groups, departments, or projects.
o You will use technology to automate forms management, training, task management, and other components to increase skills and productivity time.
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o After the orientation phase, create several "points of contact" with the employee. Many employees feel left out after starting and/or the onboard orientation phase.
o Measurement of retention rate, a strong mentoring program, and execution time, and removal program.
o Strengthening the corporate culture at every stage of the inclusion process.
A successful onboarding program is not just about new hires or the first few weeks of work; they cover the entire work cycle of the employee from the previous job to career and promotion.
This series of articles examines the seven phases of a best-in-class comprehensive program. The following article examines the importance of the preparation phase for successful onboarding.