Emails and phone conversations have outlived their usefulness, and coworkers are bored of repeating the same information to new people every time. Employee onboarding process is another example of new-hire knowledge management in action. Next, we’ll show you how to use your learning management system or learning site to keep track of new hires’ expertise and make it available when they need it. New employee onboarding is the process of integrating a new employee with a company and its culture, as well as getting an onboarding tool and information needed to become a productive member of the team.
1. Create an in-house employee onboarding online support system
Employee onboarding training software isn’t the only answer to this new-hire problem. Knowledge management should be emphasised in a learning portal or learning management system. Instead of repeating oneself, senior and experienced staff should share their knowledge in an orderly manner, such as through a Wiki.
The most frequently asked questions should be answered by the appropriate staff, who should sign off with their screen name. This boosts the new employee’s confidence while inadvertently introducing the individual who answered the inquiry.
2. Create an Online Position Profile
Under the individual role profile, managers must outline in detail the entire work description, expectations, and behaviours expected of the employee. This section will need to be updated as needed. Any additional requirements are communicated directly to those who hold the position. This keeps everyone, including the new employee, informed. Transparency in job expectations is essential for employee onboarding.
3. Have all formalities completed online
Create a task list for new staff that is automated. As soon as a task is finished, it is checked off this list. A link to the task’s associated knowledge base is also provided. Online orders for stationary, software, and other utilities are also available.
Forms can be filled out, signed, and sent electronically for processing. Having all workflows accessible online aids in the creation of a knowledge-sharing environment. It also highlights the requirement for a new employee’s online training programme.
4. Get Social Online
On the first day, welcome messages and a walk around the office are a terrific approach to get to know the new employee. When things get busy, the new employee may not be able to seek assistance. Introduce them to the web portal’s social groups. The social group can be made gamified to encourage colleagues to help one another, with bonus points awarded for assisting the new hire.
You don’t have to leave your desk to get answers to quick queries! When busy managers talk with new employees, they can give them their undivided attention. This is also an excellent technique to alleviate cultural shock. Invitations to casual get-togethers are also best conveyed on social media.
5. Provide Online Feedback
Managers and peers who receive work from a new employee can grade the person’s performance, provide feedback, and offer suggestions for development. Online real-time feedback is more true, honest, constructive, and private than traditional feedback. The new employee can quickly change his or her performance to meet certain goals.
