Step 3: Analyze the concept
Posted: Tue Jan 21, 2025 8:45 am
New Employee Onboarding Plan
Subjective indicators are information that comes to HR from the employees themselves. Thanks to such feedback, you can find out the level of employee satisfaction with the organization's activities, corporate culture, and working conditions. With the help of engagement tests and pulse surveys, you can get to know the new employee better, find out the degree of his well-being, EQ. The information received will make it possible to adjust the adaptation plan so that it goes as easily and quickly as possible.
Step 3: Analyze the concept
If the results of the probationary period analysis are not very good, then you can penetrate deeper into the system and try to identify errors in the concept as a whole. As a rule, five methods of data mining are used to do this:
Study of regulatory documents that govern the process of introducing new employees into the organization.
Research: Information often how can our overseas chinese in uk data help your business comes from line managers and staff who are linked by cross-functional relationships.
Interview with employees. The most important information can be obtained from people who have worked for the company for less than six months, who have resigned of their own accord before a year of work has passed, and who are heads of departments with high staff turnover.
Focused interview. Information is obtained from working specialists who have quite a lot of experience (a kind of informal leaders). These people always know a little more about the team's attitude to the company than the management or the HR department.
Conducting surveys. This method can be used often, the main thing is that it does not bore employees and is not too complicated. The best survey is 5-7 questions with clear answer options. In addition, it is very important to make it anonymous. This way, employees will be as honest as possible in their answers.
Concept Analysis
All these methods enable HR to study all the nuances of onboarding, identify shortcomings and make adjustments that will significantly improve the system. In addition, we get answers to questions such as:
Do line managers agree that the adaptation system plays a very important role and is the basis for successful business development?
Who is responsible for the onboarding process for new staff? How well do these people perform their jobs? Do they need help and support?
Do employees want to mentor newcomers?
What adaptation tools are used? Should they be improved or adjusted?
How is the effectiveness of adaptation methods and personnel assessed in the opinion of other employees? Did the testing show the feedback that was expected?
Subjective indicators are information that comes to HR from the employees themselves. Thanks to such feedback, you can find out the level of employee satisfaction with the organization's activities, corporate culture, and working conditions. With the help of engagement tests and pulse surveys, you can get to know the new employee better, find out the degree of his well-being, EQ. The information received will make it possible to adjust the adaptation plan so that it goes as easily and quickly as possible.
Step 3: Analyze the concept
If the results of the probationary period analysis are not very good, then you can penetrate deeper into the system and try to identify errors in the concept as a whole. As a rule, five methods of data mining are used to do this:
Study of regulatory documents that govern the process of introducing new employees into the organization.
Research: Information often how can our overseas chinese in uk data help your business comes from line managers and staff who are linked by cross-functional relationships.
Interview with employees. The most important information can be obtained from people who have worked for the company for less than six months, who have resigned of their own accord before a year of work has passed, and who are heads of departments with high staff turnover.
Focused interview. Information is obtained from working specialists who have quite a lot of experience (a kind of informal leaders). These people always know a little more about the team's attitude to the company than the management or the HR department.
Conducting surveys. This method can be used often, the main thing is that it does not bore employees and is not too complicated. The best survey is 5-7 questions with clear answer options. In addition, it is very important to make it anonymous. This way, employees will be as honest as possible in their answers.
Concept Analysis
All these methods enable HR to study all the nuances of onboarding, identify shortcomings and make adjustments that will significantly improve the system. In addition, we get answers to questions such as:
Do line managers agree that the adaptation system plays a very important role and is the basis for successful business development?
Who is responsible for the onboarding process for new staff? How well do these people perform their jobs? Do they need help and support?
Do employees want to mentor newcomers?
What adaptation tools are used? Should they be improved or adjusted?
How is the effectiveness of adaptation methods and personnel assessed in the opinion of other employees? Did the testing show the feedback that was expected?