One of the most effective employee training programs, that HR Professionals can provide, is new employee Onboarding.
Bringing new employees into an organization represents a significant commitment. Not just from a monetary cost perspective, but more importantly, from a long-term investment into the employment relationship. HR recruitment and selection programs spend an immense amount of time and money ensuring that the right person is hired into our organizations. That investment must continue to be nurtured by ensuring that the newly hired employee is integrated into the cultural fit of the organization for the long term.
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This particular program, outlined in the article above, requires a high investment of time and focused commitment within the first 90 days of employment. Is that enough time to assess the success of employee integration? Many provinces have employment legislation that has a similar probationary period. It makes sense to make use of a 90 day framework in the most cost-effective way possible.
When we invest in any relationship, we want to be sure that there is an equivalent return. The same applies for employer-employee relationships. By checking in with our employees at the beginning of their employment journey we are checking in on our investment with the hope for a very high and long-term commitment in return.
Discussion Questions:
- What is the cost-benefit of having a new employee buddy program?
- Have you left a position or a workplace within the first year of your employment because you did not feel welcome? What influenced your decision to leave? What would have influenced you to stay?
- Identify three new employee engagement/training activities that an HR department can provide at little to no cost, within the first 90 days of employment.
- Identify cost-related losses that occur when an employee leaves an organization within the first year of employment.