All Aboard

 When we start a new job it can really be intimidating. I'm about to step back into federal service as a civillian. I know a lot of the individuals working in the area but still, the process is scary. There is a company in England that has paved the road for all of us to follow. Bromford established 12 steps used to bring every new hire on board. 

Step 1- It's a welcome video and documents covering the company's mission and goals all outlined in an online portal linking you to all the other aspects of the company needed to onboard. 

Step 2- This step outlines the office structure it informs you who you will be working with. Managers, and co-workers all while providing background and bios to get to know them. 

Step3- History lessons, The new hire will be provided with a background of the company from the beginning

Step 4- The Environment, Much like we learned about our coworkers in step 2 we are not learning about the corporate environment

Step 5- Communication- As every relationship hinges on quality communication this step educated the new hire on methods and techniques to communicate.

Step 6-  Getting Settled- This details the first six months of employment the what to expect in documents and videos.

Step 7- The Five-year plan in presentation form to review and understand

Step 8- Operations- This shows the company like a map explaining different locations and the requirement to work in multiple locations.

Step 9- Benefits- Explanation of Benefits (Video)

Step 10-HR- In an inclusive online handbook covering paper and necessary information, Pay, HR procedures, A follow-up to step 9

Step 11- Safety-wellbeing covers the needed health and safety training requirements for employment and job safety

Step 12- Key questions- A section that covers the most common questions 


    There is a lot that goes into the onboarding as seen above. There is no doubt that these 12 individual steps are necessary. If I were to pull just four of them out I would keep steps 1,2,10 and 12. When we onboard there are key aspects of the process that I feel will breed success. We need to provide a good introduction step one and step two will cover those welcoming a new hire while sharing with them what we do and who we do it with. Step 10 will outline the company's HR program as a whole and the documentation necessary to perform our jobs and step 12 will cover the most common questions. Now with the removal of all the middle steps we might need to add additional answers in step 12 that would have been covered in the deleted steps but many of those aspects can be trained on the fly. 

    I am just starting a new onboarding process. I have been completing online forms and will be meeting with HR on Monday at 0745. I'm anxious to get started and plan to arrive at my new duty section at 0700 on Monday ahead of my in-processing time to get to meet the staff before I start to get my feet wet. I will keep you updated as the process progresses.


Blog Out!


Murph

Reference

Dinnen, M., & Alder, M. (2017). Exceptional talent : How to attract, acquire and retain the very best employees. Kogan Page, Limited.



Comments

Post a Comment

Popular posts from this blog

WHAT WOULD YOU DO

 Fellow bloggers,     As I sit here and contemplate all we have experienced over the past nine weeks, it's amazing how much information can go into one class. When we started this class early in the year 2023, I was working as an OSHA training instructor and now I sit here as a Government Civilian back working on the base. What does that mean? Well, it was an opportunity to evaluate many of the HR concepts we have discussed in this class. Below you will find three of my biggest programs and a little about how they need to be pushed to the front. On-Boarding- I was working in this exact same position just over a year ago. The hiring manager pushed the topic of a Turn-Key hire. Well, with me, that’s precisely what they got. However, had I not been a turn-key hire, the onboarding process for not only the Civilian Side but that of the office was not one to write home about. There was zero done in the office in preparation for my arrival. The office was equipped with ...
Read more

Where is the Help Hiding

Image
 Welcome back to another night with Blog!!!   I just recently watched a video with four leaders in their companies discussing keys to individual cooperate success. All of there stories revolved around connecting with their employees and building a network both internally and externally. I really liked what Brent with Dell said about an approach to connect through brand certification. They are providing employees with opportunity to learn more about to company. The hope is the more they understand the more they will connect.  I just recently retired from a 20yr Air Force Career. So this whole corporate world is new to me but the concept of retention and recruiting is not. I spent 2005-2010 in the recruiting service and learned a lot about the Air Force at that time. I had just over three years under my belt before I started convincing individuals to sign their lives away. I was a natural I loved it. I could talk and share experiences at this point in time I had travel...
Read more

Lets talk about Text!!!!

 What a week it has been and its only Tuesday!!! We just finished on-boarding our newest hire a baby-boomer who was a joy. But what about the Gen X and Gen Z applicants. I remember the days when it was submit an application (By Paper) and if you managed to get a phone call you cleaned yourself up and went in to talk about the job. It todays HR marketplace we have way more than the "Traditional" interview setting we just mentioned. Two of the interview types don't even require the applicant to put on a nice pair of pants. The telephone interview as direct as it sounds is my least favorite type. When you are on the phone you really have no idea what's going on at the other end of the line. (Mind wanders in imagination) The Safety guy in me thinks dangerously of course. Now I understand these could be fact finding interview just to determine applicant worthiness but really if the resume doesn't give you the data what's a phone call going to really answer. Next on...
Read more