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The changes in automation and digitization that have occurred in the last 2 years in companies around the world, have completely changed the approach to processes taking place inside the organization.
When does the employee adaptation process begin and end?
In many companies, the onboarding process begins on the day of admission to the company and ends with the successful end of the trial period, which lasts from 2 weeks to 3 months, depending on the industry. In recent years, a broader look at the adaptation of an employee has allowed us to distinguish an additional process, the so-called pre-onboarding, which starts with a successful recruitment process and ends with starting work. During this time, it is worth familiarizing the future employee with the company, its history, mission and values. This is a good time to detail the day-to-day responsibilities of the job and introduce your team. However, there are companies in which the adaptation process is extended beyond the trial period and lasts up to 12 months. This is due to higher expectations for onboarding. Its purpose is then not only to welcome a new employee to the company and introduce him to the principles of functioning, organizational culture and procedures, but also to support implementation during the first months of work.
Why has onboarding been digitized?
Before the pandemic, the onboarding process was a major logistical challenge. It was also associated with the involvement of the most experienced people in the company, who organized introductory training, most often in a stationary form. The knowledge was scattered - some of the information was on the company's site or on the google drive of one of the people responsible for the process, some was sent by e-mail or instant messaging, while the vast majority, especially this part of the job, was in the minds of experienced employees. In many companies, the pandemic forced the transfer of these activities to online mode and the digitization of onboarding and the introduction of supporting tools, which significantly simplified and streamlined the entire process.
Distributed locations and employment growth
Another important aspect that accelerated the digitization of onboarding is the desire to standardize the knowledge of employees in distributed locations and teams. In companies that are constantly developing, have many employees in various departments, there is a justified need to support themselves with digital tools.
New generation of employees, new expectations
New generations are entering the labor market with high expectations of the company in terms of the level of its digitization. The youngest generation Z is focused on continuous, efficient and minimalist communication, limited to specificities. Mobility and quick acquisition of knowledge are of key importance for them. Employers are more and more often aware of the expectations of this group of employees and meet them.
The inclusion of digital tools supporting HR departments allows for the improvement and enrichment of the onboarding process in various areas. Regardless of the industry or the size of the organization, digitization of the adaptation process of new team members is becoming a reality. Online onboarding is actually a solution that new generations of employees expect. Its use contributes to the perception of the organization as modern, improving employer branding, which has been so important recently. Such a system is also a great support for specialists who can share their knowledge in an easier and less time-consuming way. Thanks to the use of modern tools in the onboarding process, you can not only keep an employee for longer, but also accelerate their independence and increase their satisfaction from the first day of work. It is therefore worth following the example of companies that have already implemented onboarding support tools and look for one that will meet the expectations of your organization.