Employee onboarding: How your HRMS can promote HR best practice
Effective onboarding lays the foundation for the future success of your new employees. Conventional wisdom suggests that employees get 90 days to prove themselves and that the first two weeks are critical.
With this in mind, you should be asking yourself how your HRMS can encourage better employee onboarding activity. Here are three key ways in which your HRMS can help.
1. It provides role and skills clarity
A new hire joins your company with knowledge about the role based on the job application process and discussions with HR, the hiring manager and other team members. Your HRMS can promote HR best practice by allowing the employee to review the required job skills, to enter their own talent self-assessment and to chart future career progression.
Recommended reading: Find out about the best HRMS systems for your company’s onboarding with this HRMS comparison guide.
A hiring manager may focus on certain parts of the job description in an interview and some details may be lost in the employee’s excitement about the new role, so your HRMS is a consistent and clear way to provide all-around role clarification.
In addition your HRMS can drive training activities in the employee onboarding process. While you may have some general induction courses relevant to all staff, training needs often vary by role. As your HRMS contains employee and job details, you can do a skills match with the new employee and automatically apply targeted training throughout the first few weeks.
2. Social HRMS can make new hires feel more connected
Social HRMS is a great way to supplement onboarding activities for local hires as well as across global teams and organizations. Failed new hires often cite a lack of connection with peers and management as a reason for leaving a company. Social features in your HRMS can help to make positive relationships through announcing a new hire and making introductions to people in a similar role across the organization.
Social HRMS also assists in the onboarding process by providing insight into company culture, helping the employee to fit in sooner. Social HRMS can allow for informal brainstorming sessions on product issues and further knowledge sharing which connects the new employee to the company.
3. You can use checklists to monitor progress
Your HRMS can support your employee onboarding procedures by providing a systematic way to make managers and employees comply with the tasks you set - define deadlines for induction completion for both the employee and manager to complete some tasks. There is no reason to burden your HR staff with the administrative responsibility to follow up on completion when the HRMS can automatically send reminders to the participants and generate exception audit reports when needed.
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