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Home > Human Resources > onboarding

onboarding

Pre-boarding: Before the employee's first day

Send welcome email to new employee

Provide pre-employment paperwork (e.g., employment contract, tax forms)

Coordinate background check and reference checks

Send information about the company culture and values

Provide details about the first day schedule and logistics

First Day: Welcoming the new employee

Greet the employee and introduce them to their team

Provide a tour of the office and familiarize them with facilities

Set up the employee's workspace (desk, computer, phone)

Conduct an orientation session to explain company policies and procedures

Review the employee's job description and key responsibilities

Schedule meetings with key colleagues or team members

Provide necessary access to systems, software, and tools

Explain the company's mission, vision, and goals

Training and Development: Building skills and knowledge

Create a personalized training plan for the employee

Schedule training sessions to cover relevant topics

Assign mentors or buddies to facilitate the learning process

Provide access to online training resources or learning platforms

Conduct regular check-ins to assess the employee's progress

Offer opportunities for professional development and growth

Benefits and Compensation: Ensuring employee satisfaction

Explain the employee benefits package (healthcare, retirement, etc.)

Assist the employee in enrolling in benefit programs

Answer any questions regarding compensation and bonuses

Provide information on paid time off (vacation, sick leave, etc.)

Ensure the employee understands the payroll process and schedule

Address any concerns or issues related to benefits or compensation

Company Policies and Culture: Integrating the employee

Share the employee handbook and review company policies

Discuss expectations regarding attendance, dress code, etc.

Promote inclusion and diversity within the organization

Encourage participation in team-building activities or events

Foster a positive work environment and address any concerns

Communicate the company's mission, values, and long-term goals

Performance Management: Setting expectations and goals

Establish clear performance expectations and objectives

Schedule regular performance reviews and feedback sessions

Provide guidance on goal setting and development plans

Offer resources for continuous improvement and learning

Address any performance-related concerns promptly

Recognize and reward achievements and milestones

Ongoing Support: Ensuring employee satisfaction

Assign a point of contact for any questions or issues

Encourage open communication and provide feedback channels

Offer resources for work-life balance and employee well-being

Provide opportunities for networking and professional growth

Conduct periodic surveys or check-ins to assess employee satisfaction

Continuously improve the onboarding process based on feedback

Offboarding: Transitioning out of the organization

Conduct exit interviews to gather feedback and insights

Collect company assets (laptop, phone, access cards, etc.)

Notify relevant departments of the employee's departure

Provide necessary paperwork for final payments and benefits

Share information about COBRA (Consolidated Omnibus Budget Reconciliation Act) if applicable

Wish the departing employee well and maintain positive relationships

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