the economics of talent management; The war for talent is so competitive that companies must differentiate themselves in talent management processes to attract, acquire, retain, engage and leverage the best talent.
The stages of incorporation
Pre-incorporation Pre-onboarding begins with the first contact with a candidate and potential employee, and is the first impression you make on behalf of the company. This could be through a third party (agency representing the company) or usually through human resources or line management.
Induction – Onboarding is defined as all activities associated with moving an individual from candidate to employee.
Stay On Board – (Employee Integration) This implies the integration of an employee in the organization with a view to retaining the employee in the long term. Engaging employees within their first year of employment is critical to retaining them. Activities include: regular one-on-one meeting with manager to determine ongoing fit, confirm clarity of expectations. Get ongoing employee feedback on: onboarding, observations, career aspirations, etc.
Desired results of incorporation
- All new employees feel welcome and feel part of the company within the first 30 days. implications for success; There is a workflow process that includes a schedule of events designed to orient the new employee in record time.
- New hires understand the big picture and how they personally contribute to the overall success of the company.
- Their orientation program is engaging, interactive, and provides employees with meaningful “get-on-the-job” information to do their jobs productively.
- Human resources and line management partner, coordinate and share ownership for a seamless process.
- The company continually obtains feedback on the onboarding process. This mechanism also tells employees that you care about them in order to make the necessary change for the better.
- There is an adequate balance between the uses of technology with personal contact. Download what is reasonable for the employee using technology without washing them too much. Use the balance that best reflects your company culture.
- The company has a “buddy system” or “mentor” specifically assigned to help the new employee assimilate into the company and the department.
- Create pride and investment in employees; Employees are given a company token that represents pride in the company and have contact with the appropriate management within the first 3-5 business days.
- Clear expectations: It is clear what the classification term of the deliverables is for the position. Agreed follow-up meetings (recommended 30-60 = 90), so employees know where they stand and can ask relevant questions, etc.