| | Our onboarding tool provides a planned process that welcomes new recruits to the organisation and provides them with the knowledge, resources and support to become settled and productive as quickly as possible. The tool ensures proper 'handholding' and a smooth transition for a new employee into his or her job and the organisation.
The benefits of using this onboarding tool are many, including:- A new recruit having a better understanding of the organisation's vision, mission and culture;
- Providing clarity about the organisation's many processes;
- Establishing role clarity, performance expectations, development and career opportunities;
- Effective engagement with the organisation leading to better retention levels in the longer term.
The comprehensive tool contains an initial 12-point checklist of best practices to assess how seriously the organisations sees onboarding and how well it does it. A detailed onboarding programme outlines the key information that a new recruit would find most helpful during the first six months with a new company. In this case, the plan is broken down into four main timeframes of: Week 1, Week 6, Week 12 and Week 26. This tool suggests suggests that a "Buddy" be asked to support the new person's induction and inclusion into the organisation. This important person is a colleague (preferably from the same department and same location) who helps the new recruit to settle in, particularly during the first 12-week transition period. The "Buddy" guides the new recruit in understanding day-to-day formalities and procedures and as a 'second port of call' when requiring assistance and support, in addition to the vital support the direct manager needs to give the new person. | This tool answers the following questions:
- How do I go about planning a comprehensive onboarding programme?
- What is the best sequence of content to include in an onboarding programme?
- What is the role of a 'Buddy' to support a new recruit's onboarding process?
- How long should an onboarding programme last?
- What is the role of the direct manager in the onboarding process?
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To gain immediate access to this tool, click on the 'Buy now' link above. This will take you to a page where you can process your payment. When payment is approved, you will gain immediate access to the tool. The tool is a ZIP file containing one or more PDF documents. Most computers automatically work with both PDF and ZIP files allowing you immediate access to read and print the StarTool. If for some reason you computer does not automatically read the downloaded file, free PDF reader software is available from Adobe.com/acrobat and free ZIP software is available from www.winzip.com. We offer a 60 day money back guarantee if you are dissatisfied for any reason. | |
This is a StarTool that we offer as a free sample. Our samples are scaled down versions of the actual tools so you can evaluate the content and quality before you buy. Download the Onboarding free sample. |
"Research clearly shows that new recruits often leave an organisation after the first three months - especially where there has not been a planned onboarding process. Some companies make supplementary use of email messages that go out to new recruits during their first year in the position. Messages could include key dates for the employee, e.g. the opportunity to join a particular benefit or an invitation to purchase company shares. The employer value proposition should be reinforced in these emails too." |
If you need help using this tool, please contact John who will provide free advice. Click here |
We are so confident that this tool will meet your needs that we offer a 60 day money back guarantee. Existing customers can follow the link on the contact page.
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