Description
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Starting on Day 1 and running all the way through Day 180, create a timeline of activities to be directed at and completed with new employees. Use the table in Section 2 as a guide and customize the table for your own organization.
In your table, including when during the employees employment, each specific activity should occur, who is responsible for conducting that activity, and why you chose that activity as a part of your process. Your table should be prepared in a format that can be used as both a description of the process as well as a checklist that an HR staffer can use to track the progress of an employees onboarding.
Your onboarding timeline must include steps that ensure:
- The employees understand the policies and procedures of the organization.
- They understand their job duties.
- They understand whats expected of them in terms of job performance.
- They understand their compensation and benefits.
- They are familiar with their workspace and other surroundings.
- There is an opportunity for them to ask questions without feeling uninformed or judged.
- There is an ongoing feedback process in place so the employees will receive objective feedback in relation to their performance.
- Supervisors and managers have a formal method to check for dissatisfaction or the possibility that the employees are considering leaving the organization.
- Other issues are addressed that help ensure the employees feel welcome and that their needs are being met.
Length: 3 pages, not including title and reference pages
References: Include a minimum of 3 scholarly resources
Your table/checklist should demonstrate thoughtful consideration of the ideas and concepts presented in the course and provide new thoughts and insights relating directly to this topic
The onboarding process should last for at least the employees first year of employment and should include but not be limited to:
When
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What
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Day 1
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- General job orientation, tour, and introductions
- Work schedule and work hours
- Professional ethics and code of conduct
- All policies, such as safety and security policies
- Compensation and benefits
- Employee handbook
- Position information
- Setting up workspace
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Week 1
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- Initial assignments
- Personal interaction to see if theyre becoming comfortable
- Performance evaluation description and goal setting
- Review the probationary-period rules
- Key colleagues have been introduced
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Month 1
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- Solicit feedback
- Review work-to-date
- Ensure payroll information is correct
- Personal interaction to see if comfortable
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Month 4
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- 90-day performance review
- Goal review and revision as needed
- Identify training needs
- Personal interaction to see if comfortable
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Month 7
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- Goal review and revision as needed
- Employee has received all necessary training
- Personal interaction to see if comfortable
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Month 13
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- Yearly performance review
- Recognize first-year anniversary
- Feedback
- Personal interaction to see if comfortable
- Appropriate salary increase
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