The economy is once again showing signs of returning to levels seen prior to the onset of The Great Recession. This is due in large part to the fact that companies are once again in the market for talented employees who can come in and help the organization quickly reach its operational goals. However, in spite of the fact that organizations are aggressively on the hunt for new talent, signaling a willingness to add to their payrolls, on the candidate side of things, the actual onborading process that organizations have in place could use a bit of an overhaul.
According to the Harvard Business Review, citing data from the Allied Workforce Mobility Survey, 22 percent of organizations polled stated that they didn’t have formal onboarding policies and procedures in place. Additionally, for the companies that did have established protocols when it came to processing new hires, 28 percent stated that their programs were highly successful, while 49 percent revealed that they had only experienced moderately positive outcomes in this area.
The MIT Sloan Management Review wrote that having a streamlined and efficient onboarding process is a crucial first step into getting employees comfortable with the companies they work for. This allows them to retain individuals longer and it helps people better indoctrinate themselves into a pre-established corporate culture.
This is one of the reasons why the integration of a human resource management system has become a priority for companies.
How HR technology makes onboarding more efficient
When an employee gets hired at a new company, he or she is oftentimes required to complete extensive amounts of paperwork. This can be related to benefits elections, direct deposit information and other necessary data that is collected and added to company personnel files.
Another often overlooked aspect of onboarding is getting a candidate comfortable in his or her role. This can include shadowing, training and engaging with individuals who are more experienced to help shorten the learning curve.
According to iCIMS, an HR management system that automates many of these processes can have a profoundly positive impact on new hire engagement and productivity. For example, online portals can help employees monitor how far along they are in their training and highlight modules and activities that need to be completed before they become fully ramped.
In addition, these databases can also be a one-stop repository for storing any and all documents pertaining to the onboarding process that an employee can refer back to if need be. These are just a few of the benefits of a company using software and technology when add new members to their staff. However, simply integrating this solution doesn’t automatically guarantee success.
HBR wrote that organizations should never adopt the mindset than an HR management system is a substitute for one-on-one human interaction. This particular tool is designed to develop a stronger bond between the organization, those who have been placed in positions of leadership and the new hire. There will still be a need for those in HR to take a more hands-on approach at times during the onboarding process. The software is simply necessary to shorten the amount of time it takes to get individuals up to speed in their new positions and allow HR professional to focus on more important back office tasks that keep a company moving forward.
More companies will begin to explore the viability of an HR management system and integrate it into their operations. Technology has allowed many areas of industry to improve dramatically. HR is certainly no different.