The pandemic imposed it, and New Work is now increasingly demanding it. Decentralized work, or remote work as it is now called, is occupying HR managers around the world.
This must be viewed through two different lenses. One looks at the current workforce, contracts are extended to include appropriate sections if necessary, and new colleagues are directly given more flexible options for choosing their workplace.
The other, around which this article also revolves, is the measures for new employees that need to be brought “on board” in the second step. After all, what can be done if the new colleague cannot or does not want to be in the place where the knowledge is located during the first few weeks in the new job?
First day, last day?
Introducing new employees to working methods, processes and colleagues is another major task facing HR managers in addition to acquisition. After the application and hiring process, the “Welcome Day” becomes the acid test for employers. If they fail to prove that they are an attractive employer on the job market, the war for talent starts all over again.
Therefore, apart from the development of individual induction programs, these must be optimally handed out to the onboardess. This is where the New Work factor comes into play. But this problem also affects international colleagues who start their activities far away from central training teams (usually located at HQ), and even adds the language barrier.
It is therefore necessary to create a holistic on-boarding program tailored to all roles in the company. This must be prepared in different languages and delivered decentrally, ideally digitally, in order to meet all requirements.
In addition, it is important to ensure that the knowledge is also received, and not just to bombard OnBoardees with a hodgepodge of documents and links, but to integrate the transfer of knowledge into everyday working life.
Too much of a good thing? Not with Digital Adoption.
Solve problems and evolve in the process
In addition to the possibility of guiding employees through applications and processes by means of software-supported guidance, AppNavi also offers the option of bundling various contents into collections and making them available only to the appropriate employees via an innovative role system. And this is completely anonymous and thus DSGVO-compliant.
Responsible parties can thus compile an individual OnBoarding program with just a few clicks and output it in a targeted manner. Through the integrated automatic translation function even in several dozen languages and dialects. Without programming or specialist knowledge.
Static onboarding documentation is a thing of the past and costs for external service providers, training and education can be greatly reduced.
Also, Internal Academies together with Centers of Competences (or other designations depending on the company) can develop completely new onboarding and training concepts and roll them out to the workforce much more effectively.
A win-win situation for everyone involved and a wow effect for new colleagues and those who will become colleagues in your company.
Want to take OnBoarding to the next level in your company? Then contact us or create your own OnBoarding program for 30 days free of charge.