Adaptation to a new workplace is one of the most important processes in recruiting employees. The fact of hiring an employee does not mean the end of activities related to acquiring new employees. The trial period is a test phase for both the newly hired employee and the company, because two parties decide about continuing employment. A dozen or so years ago, the process of onboarding employees was carried out in a disrespectful manner, and sometimes even omitted. Now that the market is taken over by the Z generation, the implementation processes are taking more interesting and creative forms. A properly conducted onboarding process will allow you to retain valuable employees in the company and will ensure employee satisfaction with the work undertaken. How to support the process of adapting an employee to a new workplace?
1. Specific skills in the position
The position of the newly hired employee is mentioned in the job advertisement and during the recruitment interview. It often happens that such an employee, when entering a new workplace, encounters new, unknown issues. It is worth ensuring that the skills are systematized and clearly defined in a given position. This will streamline the adaptation process and reduce the risk of throwing a newly hired employee into new unknown areas. Such an employee does not have the feeling of being delegated to different areas and can focus on learning new skills.
2. Clear implementation plan
It is worth taking care of the proper implementation of the employee’s implementation. The classic model of the trial period covers 3 months, but some skills are mastered over a longer period of time. It is worth planning when the employee should achieve the required competences. This not only supports management by managerial staff, but also motivates the work of the newly hired employee. A clearly defined adaptation plan will allow you to achieve the set goals, which will have a direct impact on the employee’s commitment and motivation.
3. Necessary documentation and required qualifications
When entering the company, employees are required to read the documentation required to work in a given position, area or skill. The documentation itself requires attention from the people who are responsible for its preparation or updating. It is worth ensuring that the documentation is updated on a regular basis and that employees have access to new documents and updated versions. In addition to documents, employees must have appropriate qualifications for work – qualifications, training, health and safety tests and medical examinations. It is necessary to ensure that the employees allowed to work have appropriate qualifications and keep them up-to-date.
4. Assessment of hard competences during implementation
Undoubtedly, when implementing an employee, it is worth remembering about regular assessment of his competences. This will prove to be helpful in making decisions about his further employment, and will also allow you to save information for the future. For the employee, it will be a valuable feedback on his progress.
5. Soft skills of a newly hired employee
Specialist knowledge is one of the key factors determining an employee’s skills. Equally important are soft skills, without which an employee, for example, will not be able to work in a team. When assessing soft skills, particular attention should be paid to the scale of the assessments. It is worth ensuring that it is clear and legible. A behavioral or descriptive scale will work here, in which the evaluation is a specific indicator, i.e. a description of the behavior.
During the adaptation, issues related to the care of the employee by the supervisor or coordinator and proper communication should not be overlooked. Regardless of whether the employee stays with the company, it is worth remembering about image-related issues. A properly conducted onboarding process will have a positive impact on the company’s image, thanks to which employees will be more willing to submit their applications for employment.
In order to optimize the processes related to human capital management, we have created a system that comprehensively supports, among others adaptation of employees to the new workplace. The SkillBox Competence Matrix system will allow you to systematize skills in individual areas and positions at the same time. The employee qualifications module will allow access to up-to-date data on employee qualifications or training, and in conjunction with the competency matrix, it will create the requirements necessary to work on a given skill. The structure of the documents will help to organize the company’s documentation. The possibility of updating the versions of documents and the possibility of electronic familiarization by employees with the required documentation will significantly accelerate the work of HR departments and eliminate the risk of losing signed documents. The development planning module will allow employees to set goals during the implementation, and the functionality of competency profiles guarantees comprehensive implementation of development paths.
Use the demo version of the SkillBox Competence Matrix system and check all the functionalities of the system for 21 days for free.