Research: The common challenges with On boarding and Induction in Organisation?

I am currently a student at Christ University, pursing Masters in Psychology and Human Resource Development. I am doing a research on the topic On boarding and Induction in Organisation. These are some of the challenges which I came across, I would like to get your opinions and perspectives about these issues mentioned
The Common On boarding Challenges are:
Lack of Role Clarity
Challenges with Expectations and Results
Managing Change
Issues of Time Management
Issues with the Manager
Navigating the Culture
Handling Personal Transition and Relocation
Favouritism in team
Lack of appreciation and motivation

Hi Sarah

There are many on boarding challenges in the corporate world even apart from the points you had mentioned

To discuss on the points that you have come across

Lack of Clarity on the roles and the responsibilities

There are many small/ medium and unorganised organisations who hire the employees for particular positions without having the clear roles and responsibilities. Even HR personnel will not have clear idea for which position they are hiring. They blindly call the candidates for interview the particular post which was issued by the functional heads. They will not have clear JD, Compliance Matrix etc...,

The effects are as follows

• While explaining the JD by the functional heads then the candidate might not join

• Even if the employee joins while allotting the JD the employee might not perform as expected or there are chances of quitting the job

• Huge hiring budget

Challenges with Expectations and Results

It is too early to discuss the issue for the topic of induction and On boarding. Any organisation will have some time to expect any result form the employee

Managing Change

Change management can be either change in the form of reporting officer, top management, change in the policies, process etc.

Managing Change

Change management can be either change in the form of reporting officer, top management, change in the policies, process etc. Even these changes will be faced only after joining the organisation and seeing the process.

 

But still there are some chances where in the issues that employee will face the change between 2 organisations such as

• There are chances where in we might hire the employee for particular process from the different company and they might be into entirely different process.

• Even though you hire any employee from the similar process from different organisation, till there are chances such as the change in policy, change in procedure to achieve the particular task etc...

Issues of Time Management

Now a days time management is the main concern for in the organisations.

It can be solved using the various options to motivate the employee as below and the same cannot followed in all the industries. Before making any policy you have to understand even the risk and the effects

• Flexi time policy (Employee can come late to the office and work late beyond the actual office timing)

• Work from home option for weekly once etc..

Navigating the Culture

If any employee joining from the different organisation, there are chances to adjust to the new organisation culture on following

• Organisation Culture

• Dress code

• Behavioural change between organisations

Handling Personal Transition and Relocation

Yes there are chances where in you might hire candidate form different geographical location due to various reasons. To over come those issues company can offer some benefits to the employee such as

• Bearing the relocation charges.

• Sponsoring the accommodation at discounted price

• Sponsoring other facilities such as company vehicle to travel to office.

Favouritism in team

Issues with the Manager

Lack of appreciation and motivation

It will not be part of the on boarding process and there are indirect effects for on boarding. Due to the above issues there are chances of more attrition and you may have to hire new candidates and you may have to have frequent on boarding process

On boarding and induction is that process which can create a long term impression on the new starter ,so On boarding is one of the key factor where the management should invest in their resources so that that they can give a positive impact on a new starter.

What can be done to improve the On boarding and training are as follows

Human Resources’ primary responsibilities are to design the corporate induction program and associated documentation and regularly evaluate the induction program to ensure it is meeting organisational objectives. It is also the responsibility of HR to ensure Managers have the necessary skills and training to identify new starter developmental needs and deliver induction effectively. Induction training may include communication skills, such as giving and receiving feedback.

Human Resources should also work in collaboration with Managers and Supervisors to ensure that adequate support and resources are provided to new starters who are from a diverse background.

Managers and supervisors “own” the on boarding process – they have a comprehensive understanding of the requirements and expectations of the new starter’s role and can identify training and development needs. Managers and supervisors are also best placed to offer ongoing feedback and support to new starters.

Long-term employee success is usually determined by three factors: engagement in one's role, strong relationships with one's colleagues and clients, and performance of key functions. While new-hire training may focus on the tasks that employees must understand to be successful in their roles, such as how to use particular computer software, too often it is not hands on or skill specific.

Regardless of role, most companies agree that in addition to certain technical knowledge, long-term success is predicated on keen communication skills—mutually beneficial relationship building, the ability to present ideas clearly and concisely, managing conflict, and so forth.

For on boarding training to be successful, it's important for department managers to work together with L&D to create a role audit identify exactly what an employee in a given role needs to do to be successful, and then work backward from the end of the on boarding period to day one to ensure that those skills, particularly in the area of interpersonal communication, are continuously developed.