#difference between hr policy and employee handbook

[thezombieprostitute]

'Tis the Season, Sir

A/N: Written for Vee's Holly Jolly Challenge (@sstan-hoe). Reader is implied fem (Ms. Y/N). No physical descriptors used.

Prompts - Steve Rogers - CEO AU

Summary: CEO Steve Rogers is a real grinch and gets upset when he keeps noticing your seasonal attire that is technically within dress code regulations.

"Y/N. My office," Steve barked at you as he walked by your desk. You follow without hesitation, bringing your notepad and pen for the notes you undoubtedly were about to take.

You sit in the chair across from his desk but he stands at the windows of his office.

"Ms. Y/L/N," he starts, "are you aware of the dress code policy for this office?"

"Yes, Mr. Rogers. I went through them rather recently."

"Is that so," he asked, turning towards you like a predator. "Then why are you dressed like you are?"

You shake your head, "’Tis the season, sir. I made sure to go through the updated handbook just to make sure I was still compliant with company policy."

Steve pulls out a physical copy of the handbook. You start at the sound of him slamming it on his desk, "then show me where it says you can wear that stupid holiday jewelry."

While you didn’t have the exact policy numbers memorized, you knew how to find them. You got to the pages on corporate dress code and read aloud, “employee personal effects should be minimal and not detract from the professional appearance expected of them. I’ve been wearing this jewelry for weeks and you only just now noticed. No one else has said anything or acted differently around me so clearly they’re minimal enough.”

“Weeks? I know you haven’t been wearing that jewelry for weeks,” Steve complained. “You are lying right to my face.”

“How do you know I haven’t been wearing this set,” you asked, eyebrow raised.

Steve sees the trap you’ve set and attempts to sidestep, “I would’ve noticed that obnoxious holiday stuff before.”

“And yet you didn’t,” you assert. “Not just you, but others in the office. Even clients haven’t commented because I made sure to only wear things that would gently accent, not stand out. Face it, Mr. Rogers, if you had a case against me, I’d be meeting with HR. Not you!”

Steve sits down grumbling something about hating the holidays. You don’t pounce on his words, you know how these games work. The less you say, the less he has to use against you. He dismisses you with a growl and you quickly return to your desk.

As the holiday gets closer you’re more aware than ever of Steve’s eyes on you. Just about all the other women in the office (and some of the men) were quite jealous of the attention you were getting. You were tempted to tell them the secret but didn’t want to risk getting someone fired based on your bad advice. For all you knew, someone would get in trouble for actually breaking the dress code and blame you for it. That could be grounds for you to be fired as well and you know you have to be extra careful.

You find yourself working later than usual most days. With an upcoming holiday a lot of people are planning to be out of the office so a lot of projects need to be worked on if not outright finished. You straddle the fine line between helping your coworkers and not doing their work for them, mostly handling data entry stuff that’s time intensive drudgery. You get to pick up extra hours and catch up on your podcasts while they get time to prepare for family get-togethers and buying gifts. 

It’s definitely after hours on the day before Christmas Eve. You stretch away from your computer and are surprised when your hands hit someone. It’s Steve, and he does not look happy. You take off your headphones and hear him snarl, “my office. Now.” You suppress the urge to roll your eyes and grab a pen and paper before following him. 

When you sit down in his office sits across from you and asks, “why are you doing everyone else’s work?”

“I’m only doing the data entry type of work that takes time, not brains,” you reply as calmly as you can. “I’ve made sure that everyone I help knows that I’m just doing the little things. They still have to do all of their primary work functions, the things that require thought, tact, personal touches and know-how. Everything was manager approved.”

“And why are you doing this?” With how tight his jaw is, you can tell he’s eager to unleash his anger. You have to handle this delicately.

“Primarily to prevent mistakes and lapses in timelines due to worker stress and fatigue.”

He blinks a few times, clearly not expecting your answer. He opens and shuts his mouth a few times as he tries to think of a response. Finally he’s able to ask, “are they so overworked?”

“No, sir,” you’re quick to reply. “It’s mainly a holiday thing. The work-life balance is a lot harder for many people to maintain this time of year. Whether it’s buying gifts, cooking, baking, visiting or even having to attend all the kids' plays and events, the holidays just make it difficult to find the balance. I help people in my department because I understand that. The overtime doesn’t hurt either. I’ve got loans to pay.”

His brows furrow, his confusion growing, “I would’ve thought you had plenty of holiday things to attend to yourself.”

“I actually don’t do much for the holidays.”

“But…your jewelry?”

“I think the jewelry looks pretty and I don’t get to wear it much because it’s Christmas themed. Doesn’t work well at other times of the year.”

“Ms. Y/L/N you flummox me.” 

“Why? Just because I don’t celebrate doesn’t mean I can’t enjoy the aesthetics. My hours have me walking to the bus when it’s dark out. All those pretty lights people hang? That the city hangs? They’re lovely! They make the commute, the longer nights, so much more bearable. Yeah, it’s cold and snowy, but the decorations, the looks of wonder on kids’ faces? Warm me right up. It’s a nice light in the growing darkness of the season.”

Steve doesn’t respond, seemingly lost in thought.

“If there’s nothing else, Mr. Rogers,” you say, standing up, “I’m going to go ahead and get back to work.” 

He dismisses you with a wave.

It's the day after Christmas and the office open, though you're probably the only person actually in the building. You genuinely enjoy the quiet of everyone being out the week between Christmas and New Year's. You don't hate the people at your office, but there's just something special about working without having to worry about someone wanting to talk to you.

Well, normally you wouldn't have to worry about it. You're startled out of your thoughts by Steve knocking on the wall of your cubicle.

"I want to apologize," he states. "You were right about your jewelry, earlier. It is well within the dress code guidelines. I hate the holidays and I took it out on you and I'm sorry for that."

"Apology accepted, sir," you smile back at him.

"Just that easy?"

"Well, 'tis the season, sir."

Steve smiles at that, "I was definitely expecting more of a smug response or that I would have to earn the acceptance of my apology. I even got you a gift to apologize."

"I'll accept the gift as well," you smile up at him.

He chuckles and hands you a small jewelry box. You open it and are delighted to see a pair beautiful, colorful pair of seasonal earrings. You quickly put them on and thank him for the gift.

He smirks and responds, "'tis the season."

[shosiblog]

How Many Days Leave Is Given in Maternity? Your Comprehensive Guide

Maternity leave is an essential time for new mothers to recover from childbirth and bond with their newborns. However, the amount of leave available can vary significantly based on national laws, company policies, and individual circumstances. In this blog, we'll explore the different durations of maternity leave across various regions and provide guidance on writing a maternity leave application to ensure a smooth transition. For a detailed step-by-step guide on crafting your maternity leave request, keep reading.

Maternity Leave Duration: What to Expect

1. Maternity Leave Duration Around the World

1.1 Standard Maternity Leave

The standard duration for maternity leave often ranges from 12 to 26 weeks, depending on the country. Here’s a look at typical durations in various regions:

United States: The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid leave. Some employers may offer paid maternity leave or short-term disability benefits that extend this period.

United Kingdom: Statutory Maternity Leave is up to 52 weeks, with the first 6 weeks paid at 90% of average earnings and the remaining 33 weeks at a flat rate.

Canada: Maternity leave can be up to 15 weeks, but combined with parental leave, it can extend to 12 months.

1.2 Extended Maternity Leave

In some countries, maternity leave can be extended to support longer recovery and bonding periods. For example:

Norway: Offers up to 49 weeks of maternity leave at full pay or 59 weeks at 80% pay.

Sweden: Provides up to 480 days of paid parental leave, which can be shared between parents.

Estonia: Offers 20 weeks of maternity leave, with additional parental leave options available.

2. Factors Influencing Maternity Leave Duration

2.1 National Legislation

The length of maternity leave is primarily determined by national labor laws. It’s crucial to familiarize yourself with the legal entitlements in your country to understand your options.

2.2 Company Policies

Many companies offer maternity leave policies that go beyond the statutory requirements. Check with your HR department or employee handbook to learn about the specific leave options available at your workplace.

2.3 Personal Circumstances

Your personal situation, such as health considerations or the need for extended bonding time, can also impact the duration of your maternity leave. Discuss your needs with your employer to explore flexible options.

How to Write a Maternity Leave Application: A Step-by-Step Guide

Crafting a well-written maternity leave application is essential for a smooth transition and clear communication with your employer. Follow this step-by-step guide to create an effective request:

Step 1: Begin with a Formal Salutation

Address your letter to your direct supervisor or HR manager with a formal salutation, such as “Dear [Supervisor’s Name]” or “To Whom It May Concern.”

Step 2: State the Purpose of Your Letter

Clearly state that you are requesting maternity leave. Include the start date of your leave and the expected duration, based on your entitlements and plans.

Step 3: Provide Relevant Details

Mention your expected date of delivery and any specific details about your leave. Explain how you plan to manage your responsibilities during your absence, if applicable.

Step 4: Offer to Assist with Transition

Show your willingness to help with the transition process, such as training a temporary replacement or providing detailed handover notes.

Step 5: Include Contact Information

Provide your contact details for any follow-up or queries during your leave. Specify how you prefer to be contacted.

Step 6: Close Professionally

End your letter with a professional closing, such as “Sincerely” or “Best regards,” followed by your name and signature.

Understanding the duration of maternity leave and preparing a well-crafted application can make a significant difference in how smoothly your leave process goes. For additional support and tips on writing your maternity leave application, check out our detailed guide: How to Write a Maternity Leave Application: A Step-by-Step Guide.

Contact us today if you need further assistance with your maternity leave process or have any other related questions. We’re here to help ensure your transition is as smooth and stress-free as possible.

[hrblusky]

To Outsource or Not to Outsource 

Are you interested in outsourcing the transactional parts of your HR services so that you can focus on the things that add more value?   But are you also concerned about losing visibility? 

In recent years, acceptance of the value of outsourcing transactional HR tasks has increased as organizations have come under cost pressure and, more importantly, as HR has embraced the business partner role. In this role, the ability of HR to contribute to employee development, organization development, employee retention, and a positive, motivating work environment is critical to business success. 

Outsourcing allows companies to offload work that isn’t part of their core business mission and can also save money. While some companies outsource their HR needs to a single external service provider, it’s more common for them to segregate and outsource individual functions to a range of specialized external providers. 

There is no definitive list of what an organization should or should not outsource. The decision is normally based on the type of company, strategic focus, and the role that HR needs to have in helping achieve the organization goals. 

Commonly outsourced functions include: 

High-volume and contract recruitment 

Assessment and reference checking for new hires 

Payroll 

Benefits administration 

Creating/updating employee handbooks and policy manuals 

Training 

The following functions are often kept in-house: 

HR strategy 

Talent development 

Manpower and succession planning 

Performance management 

Organization development 

Step 1: Identify Your HR Strategy 

It’s important to start by re-defining the strategy for HR in your organization. What is the role it needs to play to drive the company mission, what does it need to achieve and how will that success be measured? At this point, you must decide what HR functions have unique or strategic elements to your organization's success. 

Step 2: Identify Which Functions Can Be Outsourced 

Any roles HR manages outside of the elements defined in Step 1 can be considered for outsourcing. Key factors to consider are potential cost avoidance, ease of segregation from associated functions for processing, and internal expertise levels compared to those needed to operate effectively, (i.e. those areas where regulations change frequently or require very specialized skills). 

Step 3: Find a Trusted Outsource Service Partner or Partners 

Compare location, benefits, costs, and approaches of different potential partners, and conduct background checks to ensure that you take a considered decision. The relationship you create with your service provider is critical to your outsourcing success. 

Look at the option of having a one-stop-shop centralized service provider that can handle several functions if available. Also consider whether you can link external systems and processes with your HRMS to provide a seamless experience for employees and to protect integrity and accessibility to data for analysis and reporting. 

Another potentially cost-effective option is a go between company that contracts the full range of required services on your behalf. This saves you time and effort for negotiating and managing multiple contracts, creates centralized accountability and speeds up the process of finding good quality local service provision. 

The Bottom Line 

Outsourcing enables a company to focus on HR activities with the most strategic value, while saving money and benefiting from the specialized expertise of outside firms. 

You can maintain control of important HR functions and help HR become a more efficient and effective player, but you need to find trusted partners. Why not look at HRBluSky, a UAE-based HRMS that provides unique fully-integrated service provision for key functions such as payroll, visa processing, medical benefits, travel and more – and all with no need to worry about loss of visibility as you manage requests and track processing right from inside the system. 

[lexlevelservices]

Posh Compliance Program

The Prevention of Sexual Harassment Act imposes various duties on the employer, one of which being to provide trainings and conduct awareness programs to address this issue. Sexual harassment training and workshops are crucial for creating a safe, respectful, and inclusive workplace environment. These programs help educate employees and employers about what constitutes sexual harassment, how to prevent it, and what to do if it occurs.

Lexlevel provides trainings in the form of :

Online Virtual Sessions

In Person trainings

Webinars

The trainings are provided at various levels to cover specific issues and topics related to a particular role :

Employees :The trainings module encompasses in depth meaning of sexual harassment as per the act, promoting cultural sensitivity, awareness of what constitutes Sexual harassment and how to file a complaint.

Management & Leadership :Role of Management & Leadership is very important to maintain the culture of Posh compliance program . We train them on compliance monitoring, relevant reporting, annual reporting participation, judging the general compliance health etc.

Internal Committee members (IC) :Our training modules equip them on how to handle a complaint, conduct investigations, summoning witnesses, conducting interviews, providing them with various documents such as IC handbook, format and templates.

HR groups :They act as the bridge between the employees & the management. The training modules helps them understand their role and responsibilities in maintaining a PoSH compliant workplace, measures to be taken, etc.

External stakeholders, such as contractors, vendors, clients :If they regularly interact with your employees, it is important that they are aware of your PoSH policy, the measures taken by your organization to deal with such issues and relative consequences.

Why Choose Lexlevel?

- Cultural Sensitivity :We design our trainings to suit your organization’s needs and address cultural sensitivity and diversity, emphasizing the importance of respecting differences in the workplace.

- Interactive Learning :We engage participants in interactive exercises, group discussions, and role-playing scenarios to reinforce learning.

- Documents and Material :We provide participants with training materials, including handouts, resources, support documentations and a copy of the organization’s sexual harassment policy.

- Support :Offer ongoing support and resources to participants, such as access to counselling services or additional training modules.

- Certification :We provide the participants with a PoSH training certificate upon successful completion of the training which serve as documentation of their participation and understanding of the training content.

[metausa23]

In today’s rapidly evolving business landscape, human resources (HR) practices are pivotal to the success of any organization. Two essential documents that often play a crucial role in HR management are the HR manual and the employee handbook. While they might seem similar at first glance, they serve distinct purposes and have unique characteristics. In this blog, Metaphrasis delve into the key differences between an HR manual and an employee handbook, shedding light on their significance in the workplace.

Understanding the HR Manual

Definition and Purpose

An HR manual, short for Human Resources manual, serves as an internal document created by the HR department. Its primary purpose is to guide HR personnel in the execution of their duties and responsibilities.

Content

The HR manual contains comprehensive information on HR policies, procedures, and practices specific to the organization. It covers aspects such as recruitment, onboarding, performance management, and employee relations.

Audience

The primary audience for the HR manual is the HR team itself. It acts as a reference guide for HR professionals, ensuring consistency and adherence to organizational HR policies.

Confidentiality

HR manuals typically contain sensitive information and are often considered confidential documents. Access to the HR manual is restricted to HR staff and authorized personnel.

Legal Compliance

HR manuals are designed to ensure that the organization complies with labor laws and regulations. They provide guidelines for fair employment practices and ethical conduct.

Unpacking the Employee Handbook

Definition and Purpose

An employee handbook, on the other hand, is a document created by HR for the benefit of all employees. Its primary purpose is to communicate company policies, procedures, and expectations to the workforce.

Content

The employee handbook encompasses a wide range of topics, including but not limited to company culture, code of conduct, benefits, leave policies, and disciplinary procedures.

Audience

Unlike the HR manual, the employee handbook is intended for all employees within the organization. It serves as a valuable resource for employees to understand their rights and responsibilities.

Accessibility

Employee handbooks are typically made accessible to all employees, either in print or electronically. They are often provided during the onboarding process and can be referenced at any time.

Legal Protection

Employee handbooks can also serve as a form of legal protection for the organization. They establish clear guidelines, reducing the risk of misunderstandings and potential legal disputes.

Bridging the Gap

Collaboration

While HR manuals and employee handbooks have distinct roles, they can complement each other. HR professionals should collaborate to ensure that the information in both documents aligns seamlessly.

Updates

Both documents require regular updates to stay current with evolving laws and organizational changes. HR teams should work together to maintain accuracy.

Communication

HR teams should communicate effectively to ensure that policies outlined in the employee handbook are in line with the procedures detailed in the HR manual.

Conclusion

In summary, the HR manual and the employee handbook are essential tools for HR management, but they serve different purposes. The HR manual primarily guides HR professionals in their day-to-day activities, ensuring compliance with legal requirements. On the other hand, the employee handbook acts as a communication tool for all employees, providing them with information on company policies and procedures.

[upraise123]

The Most Important HR Skills And How To Master Them

Whether you are starting out in Human Resources or have years of experience as an HR professional, it is crucial to cultivate essential skills such as organization, communication, adaptability, and confidentiality. These skills are vital for effective task management and increased productivity. In this article, we will examine most essential HR skills and provide tips on ways to develop them.

Organizational skills

HR professionals act as intermediaries between workers, managers, and CEOs. They oversee various tasks that require coordination among different departments and individuals. As such, they need to develop strong organizational skills, which may include:

Time Management: Developing employment agreements and handling payroll and policy coverage are time-bound responsibilities. HR professionals should meet deadlines and comply with related regulations.

Record Management: Human Resource teams handle information such as agreements and contracts in physical and virtual forms.

Schedule Management: Meetings with co-workers and executives are handled by HR professionals in between other essential jobs such as employee onboarding, development, and conducting other events.

How to master them?

Opt for calendar management apps to organize meetings

Prepare a to-do list and prioritize your responsibilities

Invest in HR management software

Hire a third-party HR team to handle all these jobs without impacting the other departments of your business.

Communication skills

HR teams engage with individuals daily, face-to-face, on the call, and through email. Effective communication skills are essential for HR professionals to resolve issues promptly and communicate company policies efficiently. Check out the areas where HR skills play a critical role:

Writing: Human resource professionals with effective writing skills don’t cause miscommunication reducing back-and-forth interactions and write precise company information.

Listening: HR professionals are good listeners and promote truthful discussions with managers and staff to assess others’ viewpoints.

Struggling management: Teams experiencing rough circumstances like complaints and salary issues come to HR professionals for negotiations.

How to master them?

Take up training and mentoring courses on soft skills.

Enhance public speaking and presentation skills by practicing

Proofread and suggest solutions

Focus on body language to understand non-verbal cues

Confidentiality skills

To ensure privacy is respected, HR professionals are required to develop the following skills, as they handle confidential information, such as compensation, and engage in conversations with employees regarding personal and sensitive matters.

Discretion: Revealing the personal data of an employee may make them rough position and enhance the legal risks of your business.

Ethics: HR members access corporate data such as budgets, contracts, and salaries. It is essential to keep these information private and maintain professionalism.

How to master them?

Develop transparent company policies to meet the needs of the workers.

Follow legal and IT professionals on how to manage sensitive personal information.

Work as a consultant to workers and remain approachable and promote regular conversations, one-to-one, and group meetings.

Prepare an employee handbook so the policies and guidelines of the company remain transparent.

There are more HR skills and every skill needs mastery. Hence, it is essential to hire professionals who are well-decked with them to offer you the best service.

[exellent-skills-blog]

Employee Orientation Training

Employee Orientation Training is an effective way to make sure that everyone on your team knows how the company operates. If employees don't know who you are, how do you expect them to work?

In order to motivate your employees, you need to give them the tools to communicate with each other and the employer. An Employee Orientation Training can help this.

It is very important that you have a training session that you have created yourself. The training needs to be both informative and entertaining.

The most important part of this type of training is the content. The training needs to give your employees everything they need to know to run a successful company. It doesn't need to be lengthy, but it needs to be detailed enough that it is useful to the employees.

The employee needs to know what to expect when they get to work each day. They need to be aware of the kind of work they are going to do and what the company does.

If employees don't know what they are doing, how will they be able to do it well? This is very important for the employee to know. They will not be able to provide the best service for your customers or give you the best results if they don't know what they are doing.

Employee orientations are also an excellent way to let your employees know what to expect in their working hours. This can also be a great way for you to get to know your employees better. This can lead to a more enjoyable working environment and make your team feel valued.

It is important that you find an employee orientation training program that is both comprehensive and exciting. You want them to be able to take the information in it and use it in their daily work.

A good employee training program should allow employees to learn about a variety of different aspects of your business. This will help them to see how the company works and how they can use this knowledge to improve the business. They will learn about your company, what makes it different from other businesses and how they can improve their own skills in their own work.

A good employee orientation training program should also help your employees to understand why they are working for you. They need to see that they are valuable to the company.

An employee orientation training also provides a great way to communicate your company's goals to your employees. They will know the goals you have for your business. and how you plan to reach those goals.

You need to make sure that the employee orientation training is both effective and informative. They need to be able to take the information and use it to their advantage. They need to be able to understand what they are learning.

An employee orientation training needs to be interactive. It should allow employees to ask questions, and you need to answer them. They need to be able to see their questions being answered in a way that encourages them to ask more questions.

The employee needs to feel like they are respected, listened to, and understood. This is how they will see you as a leader. This is also how you will see your employees as a team.

A good employee orientation training program should include things like the benefits of a job in your company, employee benefits, your company's policies and procedures, and more. The program should also include information about the company. This includes what the company does, what it is about, and who the company serves. The program should also include information about your company and the type of company you run.

A good employee orientation training program will be able to provide you with information that will help your employees to understand the importance of the company and how they are a valuable part of it. The information will also show them that they are valued in the company. and they are able to see that they have a role to play in the success of your business.

An employee orientation training should be one that helps the employee to see that they are valuable to the company and how they can be a part of it. It should also be one that gives them a way to communicate the importance of the information.

Sources

This brief scanned the following sources (title, domain, description):

Employee Orientation and Training (courses.lumenlearning.com) -

Orientation and Training Programs (cliffsnotes.com) - Once employees are selected, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees w

The complete guide for new employee orientation [2019 Edition] (talentlms.com) - First days at work determine your staff's whole experience with your company. Learn how to master new employee orientation with this step-by-step guide.

What is Employee Orientation? (bamboohr.com) - New employee orientation is important to the onboarding process. Dive into to the essentials to create the best experience. Learn more in our HR glossary.

Examples of Employee Orientation Training (smallbusiness.chron.com) - Examples of Employee Orientation Training. New-hire orientation training is a critical time for the company and the new employee. The company has the opportunity to make each new employee comfortable with the way the company does business, and the employee has the chance to ease into a new job. Examples can ...

What to Include in New Employee Orientation Training (community.articulate.com) - Think back to the last time you started a new job and completed onboarding training. Did you have a deluge of content to sift through?

Employee Orientation Checklist : OSH Answers (ccohs.ca) - What is employee orientation? What is a sample orientation checklist?

Difference Between Orientation and Training (differencebetween.com) - Orientation vs Training Every employee who is hired into the organization or into another division needs to be given a brief introduction on the policies,

How to Conduct a Successful Job Orientation [2019] (betterteam.com) - Get step-by-step info on the basics prepping for and giving an employee orientation, as well as detailed info for creating a truly great orientation.

Why is Orientation Important? (hr.oregonstate.edu) - Orientation is important because it lays a foundation for the new employee's entire career with the department. First impressions are important since they establish the basis for everything that follows.

New Employee Orientation Training (sciencedirect.com) -

Worker Orientation Module Quality, Safety and You' (ndiscommission.gov.au) -

Fun run during the two-week New Employee Orientation training (huawei.com) -

training.gov.au (training.gov.au) - training.gov.au is the national register for training in Australia

Is your new employee orientation and training OSHA compliant? - Go1 (go1.com) - When it's time to expand your business and you've done the hard work of finding yourself the ideal recruit, you might wonder…where to next? They've had a successful interview, their references check out, and they're happy to accept the salary and conditions of the role. Providing every new team member...

training.gov.au (training.gov.au) - training.gov.au is the national register for training in Australia

Topics

These topics were mentioned multiple times across various sources:

employee orientation

employee training

new employee orientation

orientation program

orientation process

orientation training

orientation checklist

Workplace orientation

new hire orientation

new employee training

company culture

team members

company policies

employee handbook

orientation sessions

Training Package

orientation schedule

orientation plan

Training methods

training sessions

effective training

performance criteria

training programs

relevant exercises

organisational structures

onboarding

Mentoring programs

workplace orientation and induction procedures

personal daily routine

workplace procedures

Questions

These are some relevant questions found across sources:

What to include in new employee orientation

What is the purpose of new employee orientation?

What is Employee Orientation?

How important is new employee orientation?

What to Include in New Employee Orientation Training

What is the purpose of employee orientation?

Why Is New Employee Orientation and Training So Important?

Why Orientation is Important for New Employees

What is an employee orientation checklist?

What is a pre-employment orientation?

Statistics

These are some factual sentences found across sources:

A recent U.S. study, for example, found that 57 percent of employers reported that although employees' skill requirements had increased over a threeyear period, only 20 percent of employees were fully proficient in their jobs. (cliffsnotes.com)

You read that 69% of employees are more likely to stay with a company for at least three years after a great onboarding experience. (talentlms.com)

According to the Occupational Safety and Health Administration , 4,836 workers were killed at their workplace or on a work related task in 2015. (go1.com

[careerplus7]

On-Site Call Center Scheduler - Louisville, KY 40202

On-Site Call Center Scheduler - Louisville, KY 40202

#HR #jobopenings #jobs #career #hiring #Jobposting #LinkedIn #Jobvacancy #Jobalert #Openings #Jobsearch

Description

Lacuna Health has an exciting opportunity for multiple Call Center Schedulers to join our team. The Call Center Scheduler position is On-Site, work from home. Compensation starts at $15/hour, plus benefits.

Summary:

The Call Center Scheduler will work with our Centralized Scheduling Department to support scheduling for an assigned healthcare specialty. The scheduler is responsible to answer inbound calls and schedule patients for procedures.

Essential Functions:

Answer inbound patient scheduling calls based on department service level goals and addresses their concerns in a satisfactory manner.

Communicates with patients to schedule, re-schedule and/or cancel their appointment requests accurately by following practice scheduling protocols and tools.

Accurately collects and performs data entry of all required patient demographic and insurance information.

Uses professional communication etiquette and listening skills to assists patients with their scheduling needs.

Builds safe and trustworthy environment with patients by utilizing both a scripted and non-scripted communication methods.

De-escalate situations involving dissatisfied customers, offering patient assistance and support.

Utilize and maneuver between several different software systems.

Maintain accurate and up to date information in the documentation system.

Meet specified goals and objectives as assigned by management on a regular basis.

Maintain confidentiality of account information at all times.

Provide exceptional customer service to all clients.

Escalate any problems that may arise to management.

Adhere to the prescribed policies and procedures as outlined in the Employee Handbook and the Employee Code of Conduct.

Maintain awareness of and actively participate in the Corporate Compliance Program.

Assist with other projects as assigned by management.

Positive attitude and ability to work well with others.

Excellent communication skills. Professional, articulate voice. Ability to communicate effectively, both orally and in writing.

Ability to multi-task in several computer applications while holding a conversation with a customer.

Enjoy working in a fast-paced environment while maintaining a professional attitude.

Limited restrictions on availability, must be able to work weekends and holidays.

Ability to plan, organize and prioritize multiple tasks that need to be completed on a daily basis. Excellent organizational skills and documentation orientation.

Ability to maintain confidentiality.

Ability to work independently. Must be self-motivated and goal oriented.

Ability to perform the essential job functions of this job, with or without reasonable accommodations.

Proficient user knowledge of Windows Office programs (Word, Excel, PowerPoint), and the ability to learn specialized computer applications.

Qualifications

High School Diploma required. Associate’s Degree or Bachelor’s degree preferred.

One year of previous call center, or customer service experience required.

Basic healthcare knowledge preferred.

Send Resume: hiring@jumprecruiter.us Apply Now Visit this link https://jumprecruiter.com/registerAuth

[karthickw9]

Key Tasks of Human Resource Management Services

The most valuable resource for companies is their people and they are often the toughest to manage effectively. Each member comes to work with a distinctive set of expectations, needs, and abilities yet they all must pull together to ensure success. Human Resource Management Services is a typical method to workforce management that seeks to accomplish an advantage through the strategic deployment of a capable and committed workforce, using a unified array of structural, personnel, and cultural techniques

The job of the Human Resource Manager is to evaluate the work that needs to be done to attain company goals, place the right people in the right roles.

Large firms often employ a set of experts in particular HR functions such as benefits, recruitment, training, and administration. Several firms handle one or more of such tasks with HR software. Others use HR Outsourcing Services by handing over departments such as payroll or recruiting to a vendor.

The discipline of managing the workforce entails the use of people analytics to assess how well your firm is leveraging its talented individuals. By keeping track of key HR metrics such as quality of work, employee turnover, attendance and job applications and acceptance rates, people analytics offer purposeful data to steer HR strategy.

HR encompasses several interpersonal aspects of a business's culture such as communication styles, team dynamics, transparency, and autonomy. HR managers are frequently asked to deliver a sounding board for the workforce, resolve differences between colleagues, and help people traverse change. Let us now take a deeper look at the key functions of the Human Resource Management Services

1.

Hiring and recruiting: Hiring and recruiting talent is the function that most HR managers are identified with and it goes much beyond going through resumes and appearing in job fairs. Writing job descriptions, workforce planning, screening and interviewing applicants, helping managers make the best choice and advertising openings are all key components of an HR person’s task. 

HR managers have to perform these tasks while undertaking the organization’s broader goals of drawing a multigenerational and diverse workforce. HR personnel also help in the onboarding and hiring process, including salary negotiations, registering new recruits in benefit programs, and making job offers.

2.

Performance management: It is essential to continually assess how individual members are working, recognize achievement, and identify areas of improvement. Most companies conduct performance assessments on a yearly basis, with further reviews as desired by the manager or employee.

If an employee is flouting policy or not performing up to the mark, employers can enforce disciplinary action or set up a performance improvement plan with targets to attain within a certain time frame. For severe violations, members may be sacked or placed under probation subject to dismissal. All penal guidelines must be expressed in the handbook, and managers must be trained accordingly to execute them.

3.

Compensation management: Under compensation management, salary limits for various positions, putting members within limits based on qualifications, and modifying pay to acknowledge objectives and achievements are established. It also comprises handling performance incentives such as sales commissions and year-end bonuses. The HR manager is responsible for instituting corporate policies and working with managers and frontline administrators to ensure equitable and competitive compensation practices across the business.

4.

Professional development and training: People often look for growth in terms of getting more responsibilities, higher pay, and learning new things. Employers who take advantage of that aspiration can reap significant benefits. On-the-job training often consists of orientation to keep employees up to date with company procedures, resources and policies. Other aspects include safety training, training in job-specific skills and tools, compliance training, and company strategy meetings. Some organizations offer education reimbursements to pay for learning opportunities outside of work in the form of seminars, college courses, and conventions.

A systematic and positive approach to HR Business Process Management Services begins with sensible policies, runs on interaction, and measures outcomes through workforce analytics. It survives through shared values such as transparency and sincerity. Get those things right, and your organization will be able to take advantage of the full strength of its people.

[kpalegal]

COVID-19: Employment Rights and Job Loss

In these times of COVID, the already fragile global economy was dealt a serious blow. This has led to a massive panic situation for the corporate sector. As with all such panics, they have resorted to contracting their business by through stricter budgetary restriction. Corporation have started terminating, laying off, and otherwise eliminating employment – often through legally dubious methods. Simultaneously, several companies have started forcing employees to work in unsafe or infection-prone activities under the threat of termination, while other are attempting to keep their employees safe by mandating work from home till December. If you are afraid you may be terminated – or if you already have been – then it is important to know your rights and how best to protect them. Below, we have provided a brief description of your rights and how to protect yourself from the effects of an illicit termination.

India has a very robust and worker-friendly set of labor laws. From the Industrial Disputes Act to the Employees’ Compensation Act, there are dozens of laws that, in theory, provide for strong protections of employees’ rights. These extend to the provision of minimum wages, providing standardized forms of dispute redressal for employees, provision for pensions, working condition regulations, and much more.

Unfortunately, most employee fall outside the ambit of labor law – either due to a salary higher than the legal maximum or an office with staff under the legal minimum. For those making more than INR 10,000/- a month or working in a firm with less than 100 employees, very few of these protections will apply.

In these cases, employees must resort to common law actions– such as tortious interference, violation of contract or fraud – in order to protect themselves from wrongful termination. In order to best protect your interests, you must ensure you have the strongest case possible. To do so, you should follow these steps:

1. Do Not Sign Anything:

Companies in a hurry to reduce staff overheads can attempt to strong arm terminations or pay cuts through arbitrarily negative performance reviews. Often times, companies will try to take away your right to dispute the termination or the circumstances around it by having you sign away your rights. In essence, your signature is used to eliminate challenges to their allegations. This can be through a negative performance review, a performance pledge, a probation notice, or some similar document. In order to prevent them from using these reports to justify their behavior, ensure you do not sign any such documents.

2. Dispute Any Negative Performance Reviews:

Merely refusing to sign any reviews issued at this time may not be enough. It is also important to dispute the allegations in those reviews in writing. The best method for this is through e-mail, though registered mail may be an acceptable substitute. Make sure to send copies to your HR department, supervisors, and legal department.

3. Demand Copies of Performance Reviews:

It is important to build up a paper trail to counter any allegations of deficient performance the company may use to justify termination. One excellent way of doing this is by collecting past performance reviews to demonstrate the arbitrary difference between the two.

4. Get a Copy of Your Full Employment Contract:

Employment contracts are complicated, largely because they are broken into several different documents within the company. Make sure to ask for all documents that govern your employment, including: Appointment Letter, HR Policies, Employee Handbook, Internal Policy Documents, Code of Ethics, etc. All of these will be used to determine your legal rights and obligations in the face of termination.

5. Collectivize:

Finally, it’s important to ensure that you don’t go into battle alone. Many of your pears are in the same situation you are. Talk to them. Prepare to respond jointly. More people means a louder voice. More victims makes it easier to prove systematic abuses.

Disclaimer:

Please note that this is not general advice for use in any situation and should not be considered a substitute of legal advice. Only if you are worried about mass layoffs or termination connected to the coronavirus. If you are concerned about the state of your employment for any other reason, consult an attorney before acting.

Originally posted on www.kpalegal.com on 14th May 2020

[lexlevelservices]

Best Posh Compliance Program

Posh Training and Sensational Workshops

The Prevention of Sexual Harassment Act imposes various duties on the employer, one of which being to provide trainings and conduct awareness programs to address this issue. Sexual harassment training and workshops are crucial for creating a safe, respectful, and inclusive workplace environment. These programs help educate employees and employers about what constitutes sexual harassment, how to prevent it, and what to do if it occurs.

Lexlevel provides trainings in the form of :

Online Virtual Sessions

In Person trainings

Webinars

The trainings are provided at various levels to cover specific issues and topics related to a particular role :

Employees :The trainings module encompasses in depth meaning of sexual harassment as per the act, promoting cultural sensitivity, awareness of what constitutes Sexual harassment and how to file a complaint.

Management & Leadership :Role of Management & Leadership is very important to maintain the culture of Posh compliance Partner. We train them on compliance monitoring, relevant reporting, annual reporting participation, judging the general compliance health etc.

Internal Committee members (IC) :Our training modules equip them on how to handle a complaint, conduct investigations, summoning witnesses, conducting interviews, providing them with various documents such as IC handbook, format and templates.

HR groups :They act as the bridge between the employees & the management. The training modules helps them understand their role and responsibilities in maintaining a PoSH compliant workplace, measures to be taken, etc.

External stakeholders, such as contractors, vendors, clients :If they regularly interact with your employees, it is important that they are aware of your Posh policy, the measures taken by your organization to deal with such issues and relative consequences.

Why Choose Lexlevel?

- Cultural Sensitivity :We design our trainings to suit your organization’s needs and address cultural sensitivity and diversity, emphasizing the importance of respecting differences in the workplace.

- Interactive Learning :We engage participants in interactive exercises, group discussions, and role-playing scenarios to reinforce learning.

- Documents and Material :We provide participants with training materials, including handouts, resources, support documentations and a copy of the organization’s sexual harassment policy.

- Support :Offer ongoing support and resources to participants, such as access to counselling services or additional training modules.

- Certification :We provide the participants with a PoSH training certificate upon successful completion of the training which serve as documentation of their participation and understanding of the training content.

[un-enfant-immature]

8 benefits and policies that are making your company seem outdated

Georgene Huang & Liv McConnell Contributor

Georgene Huang is CEO and Co-founder and Liv McConnell is Associate Editor at Fairygodboss, the largest career community for women, providing them with free resources like career connections, job listings, community advice, virtual events and hard-to-find intel about how companies treat women.

The competition for top talent today is more fierce than ever. And when it comes to attracting and retaining that talent, we know that benefits play a major hand in how well an employer fares.

To that end, Fairygodboss, the largest career community for women, in partnership with Extend Fertility recently conducted research on the benefits today’s female talent cares most about. After surveying 1,000 professional women, we found a full 87% of them said a company’s benefits package was either important or very important to them when evaluating a job offer.

The presence — or lack thereof — of certain benefits also had a noticeable impact on respondents’ likelihood to stay at an employer. Given that, when a worker leaves a company, it can cost 33% of their annual salary to replace them, ensuring benefits packages are up to snuff is crucial for companies that want to avoid turnover.

Not all benefits are created equal, though. If the package at your company seems outdated, it’s possible you could actually be driving top talent away. So, we spoke to thought leaders — from CEOs to heads of HR — to find out which benefits and policies send a red flag to job seekers that an organization is behind the times. If your company’s handbook includes any of the following eight policies, it’s possible you’re seen as outdated, according to experts.

Check out our accompanying article highlighting the 10 benefits and policies any modern workplace should have on Extra Crunch.

1. Paid maternity leave is offered — but other leave benefits aren’t.

Image via Getty Images / Aleutie

Considering at least 40% of middle- and large-sized U.S. companies still offer zero paid maternity leave to employees, we’re not saying this benefit isn’t worth having. But as Sarah Morgan, a Senior HR Director of SafeStreets USA, said, to stop at a paid maternity leave benefit is to fail to acknowledge our expanding understanding of families and the ways those families need to be supported.

“The definition of family is changing, and people are living longer,” Morgan said. “Employees need more than just time away from work when they have a baby or someone dies. They also need time for school-aged children, aging parents, deployed spouses and even pets…when they need this time, they should not have to choose between their loved ones and financial hardship.”

2. There’s a gym reimbursement benefit.

Again, at face value, this isn’t exactly the worst benefit for a company to offer. The problem, as Tasia Duske, CEO of Museum Hack, put it, is that too many companies see a gym membership credit as checking off their “employee wellness” box in full.

“What if an employee wants to join a yoga studio, or what if they want a massage instead? Especially with millennial employees, defining what’s ‘healthy’ varies from person to person,” Duske said. “A smart benefit to provide is a Healthy Lifestyle Credit where there’s a lot more flexibility and no judgment. Employees can use their credit to pay for a visit to the dentist, tai chi lessons, to see a therapist or anything in between.”

3. Employees are beholden to a set time and place to work.

A lack of flexibility is one of today’s biggest tell-tale signs of an outdated employer, something Matthew Ross, Co-owner and COO of The Slumber Yard, spoke to. “We don’t have a set time employees need to be in the office by and we frequently allow them to work from home, coffee shops and sometimes even bars for a change of scenery,” Ross said.

“I know how mentally draining it can be to sit down at the same desk all day, so it’s nice when employees are able to leave and work from different locations. I believe this helps keep the work fresh and boosts overall morale.”

4. There’s a strict dress code.

Image via Getty Images / TatianaKrylova

Unless a uniform is legitimately required for a role, companies that mandate strict employee dress codes should seriously rethink these policies, said Greg Kuchcik, VP of HR at Zeeto.io. “Almost all companies have moved to a business casual at most with a lot of companies moving to no dress code altogether,” Kuchcik said.

“If you have strong HR/management and trusted employees, there is no reason that you can’t allow your workers to be comfortable all day, every day.” Nicole Green, HR and Employee Engagement Manager at Perfect Search Media, echoed this. “Casual dress can lead to an environment that is more open-minded and allows for focus on ideas over a dress code,” she said.

5. There are policies that restrict employees’ social media use.

Not long ago, it wasn’t uncommon for companies to have set policies in place that regulated employees’ use of and access to social media platforms. But now, such a policy makes a company look outdated, as Lucas Group’s Chief People Officer, Carolina King, said.

“I certainly feel that limiting employee’s access to social media is a thing of the past and detrimental to a company’s ability to attract top talent,” King said. “I also think when companies do not offer bring your own device (cell phone) programs or policies, they feel behind the times.”

6. Performance reviews are the only policy for sourcing employee feedback.

Research shows that 75% of the causes for employee turnover are preventable. But companies that remain married to an outdated model of performance review-based feedback miss out on opportunities to address those causes. “Performance reviews are often the only official opportunity for an employee to share concerns, ask questions, and have a conversation with a manager,” Vivek Kumar, a recruiter, said.

“However, performance reviews are also used by companies to determine bonuses and raises, which restricts employees from speaking freely and without fear of consequences. Implementing a system of continuous employee feedback is an excellent replacement for an uncomfortable, high-pressure quarterly or yearly performance review.”

7. There’s an official bereavement leave benefit or policy.

Image via Getty Images / Nataliia Kostiukova

On the surface, bereavement leave may seem like a humanitarian benefit for employers to offer. But by enforcing a set number of days for this kind of leave, companies are engaging in a form of employee hand-holding that has no place in the modern working world, said Cindy Harvey, CEO of Amelia Dee.

“Instead of dictating how long it should take someone to recover from an illness or to grieve, these policies should be more flexible, empower managers and employees to have conversations, and do what is right for the person and situation,” Harvey said. “Doing this also supports positive employee mental health and wellness practices in the workplace, two critical issues in workplaces today.”

8. There’s unlimited PTO.

A policy of flexibility, as referenced earlier, is crucial for any employer that wants to remain relevant today. An increasingly trendy benefit in this space is unlimited paid time off; but research around the detriments of this policy may soon make it an outdated offering, argued Samuel Johns, HR Specialist and Office Manager at Resume Genius.

“On the face of it, unlimited PTO is a blessing, since an employee can theoretically take off the time they need to recenter and recharge themselves. However, recent 180-degree about-faces by several companies have revealed that unlimited PTO policies are unworkable, since employees end up toiling away with less PTO than they would using a standard PTO system,” Johns said.

“At Resume Genius, we do offer unlimited PTO, but we also have a minimum PTO requirement of 10 days a year. On top of that, managers are notified if their team members haven’t taken a day off in the last six months, and are asked to schedule them some much-deserved time off.”

Check out our accompanying article highlighting the 10 benefits and policies any modern workplace should have on Extra Crunch.

[payprosalaska]

Violence, Drugs, Cyberattacks Worry HR in 2019

​Workplace violence, marijuana use, data security, leave laws and workforce planning are among the most difficult challenges for employers this year, according to HR professionals.

Experts weigh in with tips and strategies on how to respond to and prepare for these challenges.

Workplace Violence

Forty-five percent of 800 respondents surveyed by online HR resource site XpertHR said preparing for and responding to an active shooter or workplace violence incident is very or extremely challenging.

“The best way to address a threat of workplace violence is to actively prepare employees and supervisors,” said Beth Zoller, XpertHR legal editor. “Put policies in place for visitor safety, workplace violence prevention and domestic violence [awareness], and ban weapons from the workplace to the extent permissible by state law.”

Employers should also conduct an audit to identify and correct gaps in workplace safety and security. “It has been my professional experience that many organizations address threats of violence on a case-by-case basis without the benefit of a structured and formal assessment process,” said Hector Alvarez, founder of Alvarez Associates, a Sacramento, Calif., firm specializing in workplace violence prevention.

“This lack of structure supports, even encourages, a poor crisis-response environment,” he said. “In many situations where I have been called to consult on a threat-of-violence case, the organization is often almost paralyzed with uncertainty and fear. The time to prepare for and prevent workplace violence is before threats happen.”

Alvarez said creating a culture of safety requires trust between leadership and employees and a firm commitment and active involvement from senior leadership. He recommended HR not try to take on this challenge alone and instead establish a multidisciplinary team with representatives from the legal, risk management, security and operations departments.

[SHRM members-only online discussion platform: SHRM Connect]

Marijuana Dilemma

Conflicting federal and state marijuana laws and efforts to maintain a drug-free workplace are adding to HR’s challenges in 2019.

“Nearly two-thirds of the states, plus Washington, D.C., have legalized medical marijuana,” said Nathaniel Glasser, an attorney in the Washington, D.C., office of Epstein Becker Green. “Michigan just became the 10th state to legalize recreational marijuana, and New York Gov. Andrew Cuomo has announced his intention in 2019 to prioritize the legalization of recreational marijuana.”

Yet the drug is still illegal under federal law; however, courts have concluded that the federal Drug Free Workplace Act does not pre-empt state legalization laws.

“Employers should be aware that these laws are far from uniform, and the courts have taken different views of the enforceability of zero-tolerance policies,” Glasser said. “In the coming year, employers should carefully evaluate their current workplace drug policies in light of changing state laws and shifting social perceptions that may influence the applicant pool. While drug-testing policies should make clear that on-the-job consumption or being under the influence of marijuana remains against company policy, employers should take a considered approach as to whether and how testing for marijuana will occur.”

Protecting Data

XpertHR also found that organizations are worried about cyberbreaches (51 percent), managing mobile devices (41 percent), managing the use of technology and social media while at work (39 percent), and protecting employee information (31 percent).

Stu Sjouwerman, CEO of Clearwater, Fla.-based data security firm KnowBe4, said the constant headlines about the mishandling of sensitive data and breaches have made HR aware of cyberthreats. “Not only does a data breach have financial costs associated with it, but there’s a significant impact on an organization’s reputation with employees,” he said. “The ramifications of breaches include individuals being specifically targeted in phishing campaigns.”

Zoller said employers should consider using security tools such as firewalls, two-step or biometric authentication methods, and encryption and should limit access to confidential information. “All 50 states now have a data security law in place requiring an employer to provide notice to those affected by the unauthorized acquisition of unencrypted personal information,” she added.

Sjouwerman said organizations can help reassure employees by participating in data security audits and providing security awareness training. “It will give them a sense of empowerment to learn how they can take an active role in the organization’s security practices to help protect their own data.”

Leave Laws

The expansion of federal, state and local leave laws is another concern heading into the new year. “Depending on size and location, an employer may be required to comply with a variety of different leave laws, including paid sick leave, paid family leave and military leave,” Zoller said.

Nearly half of respondents (47 percent) feel challenged by tracking and complying with rapidly changing leave laws at the state level, while 46 percent said the same about local leave laws. Forty-three percent have difficulty handling the administrative burden of managing leaves, and 41 percent are frustrated with determining what federal, state and local leave law requirements apply to specific situations.

“Not only are states and local jurisdictions becoming more active in this area, but employers are encountering laws from other jurisdictions more often as they continue to hire employees who work almost exclusively remotely,” said Adam Calli, SHRM-SCP, founder and principal consultant of Arc Human Capital, a Washington, D.C.-based HR consulting firm.

He advised employers to take into account the employment laws where any remote hires will be working when considering whether to hire them.

Another idea is to create state-specific supplements to the main company handbook. “Not only does this make a valuable reference tool for the employee, who may have obligations in addition to rights under these leave laws, but it equips the operations managers as well as the HR staff to know and follow the rules in a manner that has the least disruption on the company while still remaining legally compliant,” Calli said.

“The biggest obstacle remains ADA [Americans with Disabilities Act] accommodations in the form of additional time off beyond the 12-week Family and Medical Leave Act period,” said Paul Falcone, vice president of human resources at the Motion Picture and Television Fund in Woodland Hills, Calif. “While labor attorneys insist that open-ended leaves should not be accommodated, it becomes difficult when employees state that they’re trying out a new doctor, medication or procedure. The best advice is don’t discipline anyone for unauthorized time off that they designate as state-mandated paid sick leave, even when patterns occur around weekends and holidays.”

The Right People in the Right Jobs

Workforce planning is yet another issue worrying HR. Sixty-four percent of respondents reported difficulty in finding quality applicants, and 50 percent said creating a succession plan is very or extremely challenging.

“This is such a tight labor market that it leaves many hiring managers feeling frustrated and anxious every time a new job requisition gets posted,” said Falcone, who is also the author of 96 Great Interview Questions to Ask Before You Hire (Amacom, 2018). “Identifying high-quality talent is a leadership soft skill in this market that’s second to none, so arming your front-line managers with the right kinds of questions that help candidates fall in love with your organization can make all the difference.”

Calli recommended turning toward internal development in lieu of external recruiting. “Options include internship programs, apprenticeship programs and management development programs where you rotate people through different parts of your operation,” he said.

Falcone advised HR to focus on candidates’ and employees’ career progression. “This isn’t about coddling job applicants—it’s about mutual interests regarding professional and career development relative to your organization’s current needs,” he said. “Most candidates will appreciate the transparency and goodwill that you demonstrate, and that could serve as the swing factor that helps them say yes to your offer rather than someone else’s.”

Workforce planning will likely continue to be a major concern for HR, Zoller said. “Data analytics may be a useful tool to measure and evaluate progress and to understand where and how an employer should focus its efforts as well to reduce costs.”

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[ageloire]

The Onboarding Process That Makes New Hires Fall in Love With Your Company All Over Again

On day one of my first internship during college, I was given a brief, 20-minute rundown on how the organization was structured, and what my role entailed, from my boss. I was then placed in a cubicle and given my first assignment. I got to work, though I felt both largely unprepared and frustratingly secluded.

Who was on my team? Wasn't I supposed to meet them? Were there other interns, and where were they? And what's the culture like, really?

Granted, it was an internship, but nonetheless, it quickly taught me the importance of onboarding.

According to an infographic by O.C. Tanner, 69% of employees are more likely to stay with a company for at least three years after a great onboarding experience.

Ultimately, your onboarding experience is your employees' initial introduction to the company -- if you don't implement a memorable and helpful onboarding process that fully integrates new employees into your company, you risk higher turnover rates and less productive teams.

To ensure your new hires remain thrilled by your company and engaged in their roles long after the initial onboarding process, take a look at our onboarding checklists.

Onboarding Checklist

An onboarding checklist is one of the easiest ways to ensure your onboarding process includes all the necessary elements to fully integrate new employees into your company. However, it's important to note, onboarding isn't one-size-fits-all -- a junior copywriter is going to need different tools to succeed at your company than a new marketing director.

While onboarding will vary for each employee, there are a few components you should include for any new hire.

The following onboarding checklists are for managers or HR departments to use when they are helping a new hire integrate into the company. Of course, certain tasks, such as necessary paperwork or required reading, will differ depending on the company or role.

Before The First Day: 

1. Acquire necessary paperwork (W-4, I-9, Insurance forms, Direct Deposit forms)

2. Ask new hire to review company employee handbook, and sign non-disclosure agreement

3. Prepare a workstation for your new hire 

4. Gather necessary tools, including technology such as a computer, and/or access to required software (i.e. Photoshop)

5. Provide new hire with company email 

6. Give new hire reading material, including company-wide policies and procedures, an organization chart, and a description of her role, as well as the company's values, mission, and culture (unless this is included in employee handbook)

Before the first day, you might also consider leaving a note on your new hire's desk, welcoming her to the team. Or, perhaps you can put branded material, like a sweatshirt or mug, on her desk as a welcome gift.

Additionally, consider sending your new hire an email, cc'ing all team members, welcoming her to the team.

On The First Day: 

1. Provide new hire with all necessary information, including dress code, where she can park, what time she should arrive, and what she should bring

2. Prepare team ahead of time -- let them know the new hire is arriving, so they can greet her when she gets to her workstation

3. Reserve time on your team's calendar for a "Welcome" lunch for the new hire, and tell the new hire ahead of time

4. Give your new hire a tour of the office, including bathrooms, kitchen, and support desk

5. Set up a 1:1 between manager and employee, so manager can explain what is expected of the new hire, how the department is structured, and answer questions the new hire might have

6. Assign the new hire a mentor, and ask mentor to set up a time to have lunch with the new hire

7. Give new hire a "30-day plan", with reading material and important information regarding what is expected of her first month on the team

The first day will vary depending on how many new hires your company onboards at one time -- one new hire, of course, will require a different process than a group of 30.

However, it's important you keep the new hire busy and engaged. You don't want the new hire to feel awkward sitting at her desk waiting for instruction. You want to demonstrate you've taken the time to plan a full, productive day for the new hire.

To keep the employee engaged and excited, you might give her a "30-day plan". Among other things, the first month plan can include:

Names of people you suggest she reach out to for lunch or coffee. These are likely people she'll be working with closely, or people you believe can offer her guidance

Reading material that will help her succeed in her new role -- if she's the new social media manager, perhaps you can include blog posts about social media you'd like her to read

The manager's expectations for her first month (i.e. "I'd like you to brainstorm and present one marketing video campaign idea by the end of this month")

During Week One:

1. Consider asking both new hire and manager to take the DiSC, if they haven't already -- understanding work personalities can help 1:1's go more smoothly

2. Have 1:1 with manager and new hire, in which manager explains how she expects 1:1's to go, and how she wants new hire to prepare for each 1:1 meeting

3. Within first few days, assign the first project to your new hire. This will help her feel like a valuable asset to the team, and allow her to become more comfortable in her role

4. Ensure all required paperwork is filled out

5. Review employee performance evaluations, and set goals for month one

6. If necessary, set aside time to teach new hire how to use new software 

As a manager, it's critical you clear your schedule (for the most part), if you're solely in charge of your new hire's integration into the new team. Take the time to thoughtfully consider one-on-one lessons you can set up to acclimate your new hire to your software or work processes.

Additionally, keep her engaged in what's happening with the larger team. Ask her if she wants to sit in on meetings that, while not directly relevant to her at the moment, might be useful to her as she grows in her role -- or simply might help her get a better sense of what your team does, or what kind of culture your department fosters. 

Ultimately, it's critical she has a firm understanding not just of her own role, but how her role fits into the company as a whole.

For the First Month: 

1. Set up weekly meetings to give your new hire constructive criticism regarding her first couple assignments 

2. Provide her with additional reading material as you see fit -- perhaps you suggest books related to her role, or articles you feel will help with her professional growth

3. Check-in that she is meeting the appropriate people and getting lunch or coffee with core members of the team

4. Ask for feedback from the new hire(s) -- if its a large group, offer the option to fill-out an anonymous survey. If you have only one new hire, simply ask her what else she needs to succeed or what she wishes the company provided 

5. Organize a team outing to help the new hire bond with the team -- if dinner is difficult to plan, consider getting lunch with the team away from the office

6. Ask her mentor to check-in with her

During the first month, it's important your employee have a firm understanding of what's expected of her, and who she can turn to for guidance.

Additionally, your new hire likely has particular preferences regarding how she'd like to be managed. After providing constructive feedback during each one-on-one, ask her if she has any feedback for you as her manager.

Towards the end of the initial onboarding process, ask new hires to fill out a survey regarding the onboarding process. Your HR team can use these suggestions to alter the process for future employees.

While we've only covered the first month, it's important to note studies have shown companies with less than one month dedicated to onboarding are 9% less likely to keep first-year employees than companies with longer processes. Your new hires need time to fully acclimate to their roles and the company culture. A good time frame is roughly one to three months minimum, but some companies choose to implement an onboarding process that lasts a full year.

Ultimately, a good onboarding process will take into consideration both what your team needs from your new hire, and what your new hire needs to succeed in her role. It might require flexibility and patience, but it's worth it if you can show your new hire she's a valuable asset to your team. You can also adjust your strategies as you learn more about her strengths and weaknesses. 

from Marketing https://blog.hubspot.com/marketing/onboarding-process