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OnBoarding Process

I would like to share with you the OnBoarding process.

Here a presentation of the process, we are going to elaborate a different Agenda for each Team (we thought to leave it flexible because each team could have different priorities with respect to the knowledge of internal processes). In this other file the check-list designed to facilitate the technical aspect and to monitor the progress related to the purchase of devices and various activations.

The OnBoarding process is much longer than just training, the highlights are :

  • Intense Training week partly consisting of meetings and (mostly) self-paced training, with “study” material available.

  • The “buddy”: we have decided to agree with the leader/director to identify a reference person for the newcomer; this is the person who will be in charge of training the new resource, but who will also be his point of reference if he needs to ask. This could be the leader himself, but also others, this could help the development of larger teams also to delegate some activities.

  • Monitoring by Leader/Director and HR of how the person is fitting in and how they are performing with closer meetings at first and then with more detachment (e.g. at day 14 , day 30, day 60, day 90);

  • Establish short and long term objectives and KPIs with the Leader/Director so as to better monitor onboarding and better support the insertion of the new colleague.