What if You Could Bring New Employees Up to Speed 20% Faster?

There's a lot that goes into onboarding when you're welcoming new employees onto your team, and the process can be quite time consuming. Your human resources team needs to devote time to explain processes, procedures, and company culture, while your team leads or trainers must spend time away from their daily tasks to get the new hires up to speed.

Wouldn't it be nice if you could speed up the process, and get your new employees up and running 20% faster? There are plenty of ways in which most businesses can increase their efficiency, and the onboarding process usually lends itself to plenty of opportunities.

Here are a few tricks:

• Introduce Them. When you implement a core HRIS into your organization, you're providing employees with a place where they can turn to find their resources easily. Think about a company organization chart where everybody's photos, titles, job functions, length of employment, and other key factors are listed. New employees can access this information when they're in need of assistance to find people who will be able to guide them toward answers.

Many companies challenge new employees to utilize these org charts to get acquainted with their peers by way of games and puzzles to help them break the ice and meet their colleagues.

• Set Goals. All employees need to know what they're working toward as they progress in their careers, but if your goal-setting tactics involve a series of sticky notes, arrows, and check marks, you can bet that this is one of the slowdowns in your onboarding pipeline. If this sounds familiar, it might be time to start looking into implementing SuccessFactors into your organization.

Systems like SuccessFactors enable managers and employees to track progress and identify opportunities as they arise, thus eliminating the "What Did You Do Last Year?" conundrum that arises with annual reviews. This is particularly helpful when new employees are trying to understand what's expected of them. With goals set within the first week, month, ninety days, and six months, expectations are clear for all parties.

• Train Them. Training seems obvious, right? The problem with training usually occurs when there isn't a guideline laid out regarding the company's expectations. Inconsistencies among different trainers and departments can lead to frustration and slow development, particularly with newer team members. Training, and tracking the progress of the intended learning, is one of the most notable HR challenges.

A core HRIS levels the playing field, clearly defining expectations and implementing consistent training programs for each applicable team member. Administrators can assign various training programs to different team members, depending on position or department, and the system provides a single, unified place to track progress and see what's outstanding. This is a great way for management to monitor and adjust their training programs.

Ready to learn how you can bring new employees up to speed 20% faster? Our team at AltaFlux is here to help! Check out our live demos and webinars, and let us know if you have questions.