HR switches on Tasks to reduce negative impact of staff churn
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To make onboarding and offboarding run smoothly. It is important to let managers ‘manage business as usual’ within their own area of expertise, but HR also needs to recognise when interventions need to be made to keep the process running smoothly.
No one person is responsible for the onboarding/ offboarding process from start to finish. Several people and departments are involved at any one time.
Managers responsible for elements of onboarding are often distributed across the organisation, rarely meeting for onboarding purposes.
Mission critical events include payroll cut off dates; agency replies to enquiries for visas etc. a key personnel may be on leave or unavailable. These are just a few of the events that can stall onboarding and when added together can cause it to fail.
Our client needs an administration system which can cope with a dynamic onboarding and offboarding process
BENEFIT WITHIN 12 WEEKS
Disruption caused by staff churn reduced to absolute minimum, giving the organisation competitive advantage.
In a Nutshell
Each stage of onboarding is a part of the process and as such is co-dependent on the success of other stages.
As HR administrators we want to empower managers to manage, but we also need to monitor the progress of all the stages for mission success.
CEO, Eledecks Limited Barrister. Associate CIPD.
Teamworking: The team members find themselves handling curve balls in what becomes a dynamic environment and HR loses sight of who has done what.
Staff welfare: Payroll requires pay details by a certain date of the month which if missed can mean salary payments are delayed, causing starters and leavers financial difficulties.
Culture: Flawed onboarding process has a negative effect on morale of the onboardee who feels they are unimportant, this impacts first impressions and embeds in culture.
Compliance: Worse case scenario is a failed process and compliance risks increase i.e health safety induction, right to work etc.
100% improvement (in respect of completed missions)
New recruits surveyed said they had positive experience at all touchpoints
100% of new recruits completed ID checks and H&S training within time limits
To use the Portal as the hub of the onboarding and offboarding process without micromanaging each touchpoint.
The Portal supports accountability and monitors touchpoint completion by each department making it easy to identify the roadblocks and red flags which can endanger the success of the whole onboarding/ offboarding journey.
Macro-controls: Each manager can complete their role without needing to change the way they do things, but they must communicate their progress and any blockers to the central administrator who manages the onboarding/offboarding TASK. This significantly improves process completion success rates.
Simple and effective reporting: The onboarding/offboarding TASK is linked to the employee’s Personnel Record and progress /status can be easily checked from the at-a- glance Personnel Profile which eliminates the need for time consuming research.