![]() ![]() Assign one individual to serve as the new employee’s mentor or buddy (usually someone who knows the ropes and can provide answers to most reasonable questions).Meet with team members to set up the new hire’s work space, passwords, telephones, and access to necessary systems.Meet with HR to discuss exactly when and how the new hire will learn about company policies and benefits.Sometimes this letter will include suggestions for appropriate attire, parking information, and other key details. Send a welcome letter to their new hire before they arrive, providing information about what to expect on their first day at the new job. ![]() It’s equally important to help new hires acclimate to a new work setting. How Managers Welcome New EmployeesĮven though HR will (or should) walk a new employee through necessary paperwork and training, it’s important for managers to make their new hires feel welcome. Together with the hiring manager, HR may also set up and implement training, introduce new hires to key staff, provide keys or codes, and explain (for example) how mail is sent and received, when and where to get lunch, where to park, and whether it’s okay to use social media during work hours. Before getting into the details of the workplace, most HR managers will ensure that employees have filled out and signed paperwork that proves their eligibility to work in the United States, as well as tax forms and other important documents. Human resources professionals are usually in charge of ensuring new hires have completed all necessary paperwork, signed up for benefits, reviewed safety and ethics policies, and received a comprehensive tour of the workplace. Some studies have put the costs of employee turnover in certain industries even higher-one report from Cornell University’s Center for Hospitality Research estimated an overall turnover rate of 120 percent in the quick-service restaurant industry, with turnover costs averaging $5,864 per employee. Įven an employee who makes $8 per hour can end up costing a company around $3,500 in turnover costs, both direct and indirect. Costco pays more to have happier staff who quit less and build up skills. Walmart said inept shelf-stocking cost $3 billion in 2014. Almost half of Walmart’s workers turn over each year, which could be why it often scores poorly for customer service. ![]() Improve the employee’s performance by helping him or her to build skills and relationships quickly.Įmployees who know what they’re doing can save their employer a huge amount of money.Help the employee to gain confidence and feel valued because he or she knows the company’s system, people, and expectations.Lower costs by helping the employee get up to speed quickly and avoid time- or money-consuming mistakes.Orientation and training can serve many positive purposes. None of these sources will help a new employee if his expectations don’t match reality. Often, those ideas are based either on prior experience, on word of mouth, or on information the new employees have gathered through the media. When a new employee arrives, he or she is likely to have preconceived ideas about what is expected of him or her, and are likely to be anxious about making a good impression. Why Orientation and Training Are Important This is rarely a good idea, as every employer has its own systems and expectations-and being the “new kid on the block” is tough enough without adding a laundry list of do-it-yourself tasks. Sometimes, corporations believe that they can hand new employees a stack of paperwork and assume they will fill it out correctly and figure out how to fit in with their new employer. Receiving any necessary training in job-specific technology, procedures, etc.Reviewing the employee handbook and policies.Learning about and signing up for eligible benefits.Filling out legal and financial paperwork.Describe employee orientation approaches.īefore any employee can get to work, he or she must go through a process of onboarding that includes:. ![]()
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