Page 29 - DRG HR HANDBOOK- Nikita Pillay
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ON-BOARDING (CONT.)
Industry governed regulations
Employment contract
Job description
Training and development plan
Safety and evacuation plan
Prior to the new employee’s first day, send an
announcement to all employees, either in-person
or via email, advising staff of the new person. The
announcement should tell them the new employee’s
role, a bit about their experience, what they’ll be doing
at your company and encourage other employees to
welcome them
As a new employee, nothing is worse than not having
the tools you need to be successful. Setting up the new
employee’s computer, email, applications, and phone
numbers ahead of time, and providing any necessary
office supplies, can help a new colleague feel valued
from day one.
Schedule some time for the new employee to meet with
key people and departments on their first day. Although
they may not remember everyone’s name, this will give
them a good overview of where to go to get what they
need.
Even if the employee has performed the same job
function elsewhere, there are bound to be differences
between companies. Having a training plan in place is
a vital part of helping new employees find their feet in
an organisation. Training should cover company rules,
processes, procedures, and expectations.
Even if the employee is doing well and you feel like
they don’t need an evaluation, meet with them. This
is an opportunity to learn more about your company’s
onboarding process from the employee perspective.
Find out what they liked and didn’t like about your
process and make changes as you see fit.
The first few weeks are the most influential to a new hire’s
outlook on the company - positive or negative - and sets
the tone for their relationship with your business in the
long-term.
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