A famous quote from “Casablanca” movie said: “This is the beginning of a beautiful friendship.” And you have the chance of this beginning – offer a positive experience to the new employees from the very first days of collaboration.
This part of the Sincron solution centralises the entire onboarding activity at the organization level, providing a clear picture of all people in the process of being employed, the status over the estimated time of employment (possible delays), the percentage of information collection, the data and the necessary documents for concluding the employment contract and carrying out all administrative steps.
The preparation of the onboarding process is initiated in advance, with the definition of roles in the organization. Based on these roles, you create onboarding plans with specific activities and related timings and formally designate responsible persons from the HR and operational fields.
At the concrete moment when you start the process for a new employee, you collect the specific information by means of the onboarding sheet. When it is complete, the employment contract is automatically generated based on pre-defined contract templates. Simultaneously, the organizational chart is populated, taking into account the information about the internal organizational structure.
Other automation includes: sending notifications about the status of period-related activities (for example, courses), deadlines, inserting into the test flow - if applicable, automatically sending the tests in the Employee Portal and direct access by the employee.
For the new employee, the process becomes clearer, shorter and more coherent.
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At the operational level, the onboarding form clearly highlights all the necessary papers for hiring the candidates who have accepted the offer. So I have a clear status for each individual person and I know at all times how many people are being hired, if and where there are delays, to what extent the necessary documents for the conclusion of the employment contract have been collected.
At a strategic level, the professional development of the onboarding as a clear, transparent process, with no lapses or troubles, with gentle and well-informed responsible persons is likely to increase the productivity and retention rate of newcomers.
The onboarding sheet is well structured - it contains personal data, information relating to the place of the new employee in the organizational chart and contractual data. The input on each of them automatically triggers the following administrative steps and eliminates dead times.
In addition, it helps me that the solution is designed to simultaneously manage multiple companies and templates. We can, therefore, use it to support all companies in our group as the only centralised group level solution.
The onboarding stage is generally quite sensitive - its impact on the future relationship with the organization is close to the “make it or break it” type.
The way it develops influences in a large extent the easy and rapid integration within the team, the speed with which I start to be efficient or to contribute to job creation, the social interaction with colleagues and the adaptation to the organizational culture.
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