Specifically, in today’s highly anticipated global business climate, initial training is no longer a mere contractual prerequisite to how significant it is both as a way to openness and engagement of employees as well as a determinant of onboarding duration for long-lasting retention. Evidence points to increased new hire retention by 82% and work productivity by more than 70% when organizations get it right in onboarding (Glassdoor). Cognizant of the potential repercussions of inadequate onboarding, K Scott Solutions, LLC has come up with the following guide to improving onboarding. This article will look at the details of this company’s onboarding method and how the company incorporates its new employees, maintains the spirit of the employees, and readying the employees for optimal performance in the new organization.
Why It Is Necessary to Have a Standard Onto-Program
New employee orientation is the initial step that an employee takes in practicing his or her obligations in an organization. If there is no onboarding plan in place, new employees may feel frustrated and isolated – not a good situation for engagement or effectiveness. K Scott Solutions understands that onboarding is the process through which the performance success and satisfaction of the employee is built. Through developmental onboarding, they are able to develop long-term solutions through which the newcomers feel like they are already being valued, engaged and want to work for the organization hence they are able to work well and fit in the organization instantly.
Why Is Structure Important
A structured onboarding program is not just about formal forms as they are critical in the onboarding process to make sure that the employees get a very clear understanding of their job description in that organization. It makes sure that the new hires feel ready and prepared and there is little or no stress that someone might have. Research has found that workers are 69% more likely to remain with an organisation_should remain Increase employee retention – It should also be noted that workers are 69% more likely to remain with an organisation for at least 3 years if they were onboarded positively like at K Scott Solutions.
K Scott Solutions’ Step-by-Step Approach to Onboarding
1. Pre-boarding: Setting Expectations and Building Excitement
Onboarding at K Scott Solutions commences before the start date of the new employee in the company. In pre-boarding process, organization provides critical information about the job, team, values, and norms of the organization to the candidates. In the first instance, they offer information about class schedules as well as learning resources for the first day of the session in the form of a welcome packet that contains relevant information concerning topics like class schedules, interest and learning resources to review as well as solutions to regular questions.
Members of staff at K Scott Solutions are also provided with a ‘buddy’ that they will be expected to work with as they undertake their onboarding process. Such approach warms up new employee up before they join the organization hence eradicating anxiety and instead build a sense of being in the organization. Another benefit of pre-boarding is that new hires are made to feel prepared and excited to join an organization from the time they are selected for a position through the time they report to work.
2. Day One Orientation: What is Culture and Values? Beginnings
New employees are often exited but the first day can be a real trouble; that’s why K Scott Solutions pays special attention to this day. New employees attend an orientation meeting which sets out the goals, aims and objective of the company. Employees are able to appreciate the overall picture of operations in the organization hence gain commitment towards the cause of the organization.
Organization culture is also explained in details using this orientation at K Scott Solutions. New hires are oriented about the organizational hierarchy, management, the company’s communication process, etc. This approach affords the opportunity for the employees to know where they fit in the scheme of things and how best they can be useful to the team.
3. Training and Skill Development: Empowering Your Employees
A large portion of what is considered the training process at K Scott Solutions especially during the onboarding process, is centered on skills acquisition. They also do not have the traditional standard approach where a company’s training program trains each employee according to a specific format; rather, their training programs are presented specifically for each position and in the departments. This company specific training guarantees that the human resource has the right skills and knowledge in practice.
K Scott Solutions has the following training programs: practical demonstrations, meetings attended in close proximity to a senior team, and access to any means through which skills enhancement can be achieved. Technology is also used in the training methods as the company relies on online modules and tutorials for ready reference. Structured training takes care of learner’s training needs when joining the organization thus reducing the time taken to get acquainted with the new environment.
4. Mentorship and Support System: Relationship Development and Growth Promotion
The new employee onboarding at K Scott Solutions is however a little different because the company is deeply involved in the mentorship of its new talents. Every new employee receives a strict cooperating partner to guide, assist, and even give recommendations during the initial months in their new company. Often this is a more experienced co-worker who is able to answer questions, give some advice about certain practices in the company and give individual feedback.
The system also helps to build relationships within the team: new employees feel themselves wanted within the team from the first days of their work. This focus on relationship-building takes work and makes it more collaborative and makes it easier for new employees to fit in. Besides offering training, K Scott Solutions goes a notch higher by guide young and new employees but develop them to be better individuals too.
Conclusion
The onboarding process itself constitutes an important steps of an employee’s lifecycle, as in many ways it defines the course, level of satisfaction and durability of employment in the company.
As alarming as it may seem, in today’s business climate less than one in four new hires remain with the company for over 90 days, where an effective onboarding process, as visible at K Scott Solutions, is truly the life-line. In a similar way, K Scott Solutions effectively minimize the possible gaps between recruitment and engagement in creating a strong foundation to the team hence building a good motivated workforce towards the achievement of the noble goals and objectives of the company. By implication, through active strategic onboarding not only does K Scott Solutions improve its employee job satisfaction but also the general performance of the business establishment.
