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How to Create a More Effective Employee Onboarding Process with The Cloud

As business demand for cloud solutions accelerates, efficiency and effectiveness lay at the forefront of customer expectations in digital transformation. Once your software strategy is implemented, businesses look for employees to understand and utilise their cloud resources faster than ever before. A successful onboarding process will retain employees, motivate your team, and support HR. In our experience, if properly put together, the onboarding process can also increase productivity.

Oracle HCM Cloud is among the best tools, providing a prompt response for today’s technological innovation needs. In order to find the best practices and technologies available to HR departments, let us evaluate what ‘onboarding’ really is.

 

What does ‘onboarding’ mean?

You have found the employee you were looking for, offered them a job, and they have accepted.  ‘Onboarding’ is the process of integrating your new hire into your business, familiarising them with your customer offering, and internal processes. Here, we enable your employee to seamlessly integrate into your company culture, so that they will become an integral part of your offering. This usually takes around 90 days.

 

Michael Watkins' "Onboarding Curve" illustrating the onboarding process

 

In order to make the most of the company and its investment in discovering talent, the onboarding process needs to be properly structured, thus remaining a crucial moment in the employee’s life cycle.  According to recent evidence, an employee that experiences a positive onboarding process is 69% more likely to stay in the company for at least three years (The Aberdeen Group, 2016). Furthermore, Michael Watkins’ “Onboarding Curve” (above), stresses that the first 90 days are crucial to reach the ‘breakeven point’, going from a “value consumer” to “creating value” for the company. 

Estimates show that most companies will wait 6.2 months before they start to see a return on investment. With strategies and targeted HCM technology, you can speed up this process, whilst making employees more productive, in a time-efficient manner.

 

How to Build An Effective Onboarding Process Structure

There are five key phases to the employee onboarding process;  pre-hire, onboarding, development, retention and separation. Let’s look at how we can optimise each phase.

 

Pre-hire; a Careful Combination of Automation and Customisation

Pre-hire; the period of time between accepting a job and starting your new role. Without a carefully considered plan in place, you can still lose your employee to other offers at this stage. During this time, we advise the following tried and tested steps:

  • A personal welcome message from key members of the team
  • A practical guide to FAQ’s including what they need to bring on their first day, useful resources, everything they need to know about the company, and what they will be provided with on arrival
  • Explain their daily life to them including lunch breaks, corporate benefits, company activities and dress code.  Company culture is integral, especially as we start to hire a new generation of workers. GenZ is about to surpass millennials as employees and consumers, 90% of whom value human interaction with coworkers and 38% consider work-life balance more important than other factors, including salary
  • Reiterate the job role and responsibilities
  • Creating an agenda for their first week will help them dive right in, and prioritise future tasks
  • Find out more about each person through a survey or Q&A
  • Automate bureaucratic messages such as payment methods, pension arrangements and your insurance policy

 

Onboarding; Diving in through mentorship

Their first day has arrived. First impressions are no longer employee-to-employer only.  In order to retain the best possible team, you must dedicate time and resources to ensure people feel comfortable, understand the internal process, and are able to add value from the get-go. Here you must

  • Take the time to explain their job description
  • Introduce them to the team
  • Give them a tour of their new workplace
  • Provide them with a welcome package

Most importantly, assign each new-starter a mentor to answer questions, queries, or concerns during their initial weeks.

 

Empowering your new recruit through eLearning!

The introduction of eLearning courses is important for your new employee’s development in the company. eLearning resources are invaluable for both the HR department as well as the new employees. With company evaluation forms, surveys, and communication with managers, we are able to track the knowledge and skills acquired by our newest recruits.

Continued professional development is a great way to keep employees engaged, self-motivated, and builds their confidence.

 

Testing the Effectiveness of your Onboarding Process

Employee feedback is something we take seriously here at Atlantic Technologies. 

We evaluate the effectiveness of our onboarding process, by scheduling regular feedback touchpoints, from the start of employment, for at least 3 months.  This is integral in keeping a high level of employee engagement, whilst finding out if the employee has integrated well into the company, and feels welcomed.  This regular feedback opportunity allows us to introduce performance monitoring and draw up action plans and goal setting, whilst taking their comments on board, which is essential for our future collaboration.

 

Development; Technical Innovations for the Onboarding Process

The role of promoting innovation within your organisation lies with your HR department. The digital transformation process begins with Human Capital Management (HCM) technologies such as Oracle HCM,  which provides the latest generation of technology to its users. Employees are guided towards their goals through help guides, increasing productivity and, therefore, efficiency.

With a mobile and desktop app, Oracle has created an accessible, user-friendly experience. Resources such as their Employee Onboarding Tool Checklist, automatically implement best practices into your business. This innovative tool helps by;

  • Delivering personalised messages
  • Empowering employees to connect with one another
  • Encouraging engagement through interactive multimedia content
  • Allowing human resources documents such as holiday time, pay and benefits to be easily accessible
  • Automating learning with the learning Cloud
  • Managing workflow

When implemented correctly, Oracle HCM Cloud can reduce training costs, whilst making your recruiting process more efficient and effective. Onboarding schedules can be adapted to the needs of your company and to specific employees. It is easy to track individual progress, support employees when needed, and to set reminders. The automation and personalisation of Oracle HCM Cloud make it easier to retain talent, increase productivity and efficiency, analyse progress, and adapt as needed.

Ready to dive into innovation for more effective solutions? Atlantic Technologies is ready to guide you through change. Contact us for a demo.