So you’ve onboarded the best and the brightest. Now what? Your job as an HR leader is not over. A great manager helps employees shape the future direction of their careers.
Yet, some managers neglect sustainable training and development practices. As a result, organizations pay the high price of losing top talent. When you’re short-staffed or overtasked, the burden seems all too real. HR managers face the pressure to take care of essential day-to-day operations, and are often left without time to carve out a long-term plan.
With a lot at stake for effective training and development, HR leaders bear the responsibility of laying the foundation for employee success. But training doesn’t have to be elaborate; it’s a matter of assessing employee skills and needs and guiding them to fill in the gaps throughout their career. If it’s done well, the payoff can be substantial for management and teams alike.
For new employees, the first few days and weeks on the job are crucial. So much of their future job performance can be determined by how well they’re set up for success during the onboarding process. Ideally, by the end of this onboarding period, a new hire will feel like they’ve been welcomed, trained, and integrated into the culture of the company. The enthusiasm they bring into the workplace should have been nurtured so that their fresh perspective and ideas can begin to propel the company forward.
However, important training and onboarding responsibilities occasionally fall through the cracks. HR managers and team leaders sometimes miss the mark, dulling their new employees’ shine instead of polishing it. New hires need support and guidance throughout the first few months on the job; when they’re only given cursory instruction before being left to figure everything out alone, the results are bound to be underwhelming.
If your company wants to get onboarding right, here are a few common mistakes to avoid:
Spring is coming, and there’s fresh news in the HR landscape. With March Madness over, there’s still yet to be a million-dollar winner granted from Warren Buffett. Demographic shifts are changing the way organizations plan for the future of the workforce. There’s a new path for employers looking to correct wage and hour violations. A deep freeze hits for all who are affected by the H-1B premium processing delay. Keep reading for more HR news in our latest HR Roundup of 2018!
On the Fuse HR & Payroll blog, we’ve talked a lot about the many benefits of a human capital management system for every stage of the employee lifecycle. From hire to retire, an all-in-one HCM System can improve productivity and help your bottom line. But not all of these systems are created equal. Ask any HR Director, and they’ll tell you to do your research before signing a contract. It’s worth understanding the differences between the various products and services out there and knowing how they will work with your organization’s specific needs.
As an HR manager, onboarding new employees means you’re responsible for creating the landscape for newcomers. You’re also setting the course for an organization to succeed and thrive. All that can feel like an arduous task. In a desperate attempt to manage the weight of your work, it may be tempting to pass some responsibilities off to the next busy middleman, or let them fall to the wayside altogether. It’s a story fraught with frustration and inefficiency.
Unfortunately, this inefficiency happens too often when management lacks established processes and the right technology, and instead rely on manual processes or outdated systems. In reality, there are solutions that don’t cost an arm and a leg. With a Human Capital Management System (HCMS), you can effectively manage the employee lifecycle from pre-hire to retire. As new hires enter the mix, it’s crucial to establish a sustainable onboarding experience that contributes to positive performance and productivity.
