Logically, the employee must have on his arrival the means necessary to take up his post. We can notably cite in a basic way the office and the appropriate equipment. At the time of his welcome, the employee must be able to discover his new work environment. He must get to know his colleagues if he has any, as well as their role within the company. He must also understand the rules of life of the structure.
Support for the new employee
In order to take into account any gaps between the newcomer’s skills and those required by the position, internal or external training may be desirable. A few days or even a week can be devoted to the pure integration of the employee.
It is a question of accompanying him and Canadian Hospitals Email List putting him in a direct situation on the job. Too often, companies do not plan for anything. At the very least, it is strongly recommended that the new employee be accompanied by a more experienced colleague. If, within the company, a tutor has been appointed to help with the integration of the new employee , make sure that he is experienced, available, willing and willing to pass on knowledge and expertise. In any case, warmly welcome the new employee and show him around the premises. Introduce it to team members and colleagues.
Basic information to give
When an employee takes up his position, it is important to provide him with all the necessary information. He must be able to effectively start and integrate the company. Here are some key information to communicate:
- Job Description: Explain in detail the responsibilities, tasks and objectives of his position. Clarify expectations and expected results.
- Working hours: Communicate working hours, days off, lunch hours and attendance policies.
- Compensation: Explain the compensation structure, including base salary, benefits, bonuses, if any, and terms of payment.
- Benefits: Provide information on benefits such as health insurance, vacation pay, pension plans, and other benefits offered by the company.
- Health and Safety: Explain workplace safety protocols, emergency exits, emergency procedures, and procedures to follow in the event of an accident.
- Communication: Introduce internal communication channels, such as team meetings, messaging tools, collaboration platforms, etc.
- Key Contacts: Provide a list of contacts to contact with questions, concerns, or issues, including direct supervisor and human resources.
- Trial period: Explain the duration of the trial period, the evaluation criteria and the follow-up steps.
- Technological environment: Present the tools, software and systems that the employee will have to use in the context of his work.
Other information to remember
This is not the only information Mobile Lead to give. Policies and procedures are a good example. This involves informing the employee about the company’s policies regarding dress, use of equipment, use of the Internet, data privacy, etc.
Do not hesitate to show future prospects and in particular to mention training: Inform about the training and professional development opportunities available to help the employee improve his skills. Discuss opportunities for advancement within the company, prospects for growth and the skills needed to progress.
Another important point: the corporate culture. Share information about the culture, values and mission of the company to help the employee better integrate. Feel free to show commitment to diversity and inclusion. You can explain how this manifests itself in the workplace.