Watkins,Tomika_5.2 New-Hire HRMT537

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Ivy Tech Community College, Indianapolis *

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Jan 9, 2024

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Practices New-Hire Practices 5.2. Assignment Tomika T Watkins Indiana Wesleyan University Dr. Joseph Flowers Staffing, Perf Mgmt., Training (HRMT-537-01A) I have read and understand the plagiarism policy as outlined in the IWU Catalog relating to the IWU Honesty/Cheating Policy. By affixing this statement to the title page of my paper, I certify that I have not cheated or plagiarized in the process of completing this assignment. I also certify that the work submitted is original work specific for this course and to my program. If it is found that cheating and/or plagiarism did take place in the writing of this paper, I understand the possible consequences of the act/s, which could include expulsion from Indiana Wesleyan University.

Practices Introduction The goal of this is to inform and encourage our HR management to introduce new practices to enhance the company's new hiring process and have a substantial influence on employee retention. During this time, I will present the findings of an assessment I conducted of our current new hiring process, as well as the recommendations for changes I have made. Do you need more time to hire and then retain candidates? An effective orientation procedure will decrease difficulties, provide a favorable experience for both new workers and the facility and increase employee retention. According to Comparably, "Ascension is in the top 5% of similar-sized companies in terms of retaining quality employees." Every day, 85% of Ascension employees look forward to going to work. Overall, 75% of Ascension employees believe the firm is doing all possible to keep them, while 25% are contemplating different opportunities." The primary purpose of this video is to show an effective method for improving the orientation training process at Ascension Health. This ensures that all new recruits are properly taught and can perform the gained abilities within the first 90 days. The important results you should be able to take away by the end of this video are: By the end of this video, the key findings you should be able to take away are: 1. Making Employees Feel Welcome 2. Provide extensive instruction 3. Ensure that new staff are aware of safety precautions.

Practices Assessment Ascension Health currently needs to provide data on its website on the organization's new hire processes. However, I had the pleasure of meeting Patrick Johnson, Ascension Health's Contact Center manager. The question I had was, "What are Ascension Health's new hire practices for the onboarding and orientation process?" "After the interview, application, and company assessments, new hires are required to attend orientation," he said. During the new-hire orientation, new hires meet with several staff members who discuss business policies, payroll, scheduling, and job expectations. They complete hiring onboarding documentation electronically, including tax forms, I-9 form information, policy overviews, and the employee handbook. New employees are given company identification badges and are entered into the computer database and payroll systems. Recommendation Pre-boarding : Pre-boarding, whether done using an electronic tool or a pen and paper checklist, is intended to get administration out of the way so that the organization and new employee can focus on the enjoyable stuff—that is, the job. But it isn't just about the paper. Pre- boarding also works to welcome new employees to the business and make them feel like they belong. We can get so caught up in dotting the i's and crossing the t's that we neglect to create connections with our staff. Employees and companies alike desire a personalized experience. It aids in involvement. Nonetheless, both employees and businesses desire efficiency. Many firms are discovering

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Practices that onboarding technology solutions are the key to achieving that high-tech, high-touch balance. The goal is to ensure that the solution prepares human resources, employees, and managers for success during the critical pre-boarding period. An efficient onboarding procedure includes the following components: Capable. Onboarding solutions should be able to manage document batch processing. In my previous corporate responsibilities, we frequently employed many interns or seasonal staff at the same time. The technology enabled me to send many offers at the same time. Everyone would be pleased if I could bring personnel into the organization as soon as possible. Configurable. Each organization has at least one distinct form. It might be for employee benefits or emergency contact information. A technological solution should allow you to develop and distribute forms. This enables the organization to maintain a consistent employment brand. Candidates and workers see the same brand. Compatible. Technology solutions of today should be compatible with your present software. I am impressed that many of the HR solutions available on the market are compatible with Microsoft Office. Let us be honest: we still receive resumes and queries via email. Furthermore, Microsoft Office is utilized by 80% of the Fortune 500 companies. I can quickly move those papers using an HR onboarding solution: no separate sign-in, just a mouse click. Creating a checklist can help you achieve the three aims listed above, being competent, customizable, and compatible. It provides a uniform method of pre-boarding employees and tracking the process, and it may be tailored to your organization's specific requirements. The form may be saved on a business intranet or a file storage site like Box or Dropbox, from

Practices which workers can view it from anywhere. Furthermore, it is easily updated and distributed quickly. Orientation: One thing that I read is that an "exchange program" might assist in improving the orientation portion of our new hiring procedure. When your firm has an exchange program, it implies that your newly recruited workers sit in on meetings in each business unit during their first two weeks with the company. This is vital since every business unit in a firm interacts with one another, so being able to connect a face to a name is essential. Because I spend much time with the recruitment/onboarding team in my occupation, it would have been helpful for me to sit in on a meeting with them and assist in creating a connection with them. Communicating new hires' experiences is another one that is comparable to the one listed before. This is when you send a message to the entire company introducing your newest team members. Include something interesting about each person and mention their previous experience and talents in this message. This is a fantastic idea. We should do this when an employee leaves or transfers to a new position, so why not when we hire a new employee? Onboarding: When I evaluated the onboarding section of our new hire process, it reminded me of my own onboarding experience. The word that came to me initially was overwhelming. I was very overwhelmed after the first day. I was overwhelmed with information. The most crucial thing we need to do at this time is develop a defined strategy. This is because this time was unstructured for me. We did not stick to the plan, and some days, the resources we required did not function, forcing us to pass over stuff; we needed to be better prepared.

Practices Rationale: Not everything that has importance can be measured, and not everything that can be measured is important. Combining orientation and training is critical for long-term employee productivity and retention, as well as for improving the company's culture. Effective employee training, leadership, involvement, and performance monitoring are the pillars for improved employee retention. An excellent training program will offer personnel the confidence they need to do their jobs effectively and deliver outstanding care to patients. Conclusion In conclusion, introducing new employees to the company's mission, vision, and core values will ensure they understand what the company expects of them. Furthermore, having an effective orientation process can assist companies in establishing role clarity, work satisfaction, and organizational commitment, which may help reduce employee stress and attrition. Finally, successful training will promote staff engagement and retention, which will have a beneficial influence on efficiency, innovation, and productivity. Implementing a targeted and successful training orientation program will make employees feel welcome while also providing thorough training.

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Practices References Lauby, S. (2018). The recruiter's Handbook: A complete guide for sourcing, selecting, and engaging the best talent. Society for Human Resource Management. Ascension culture | comparably. (n.d.-a). https://www.comparably.com/companies/ascension byquoteresearch, P. (2019, July 6). Not everything that counts can be counted . Quote Investigator. https://quoteinvestigator.com/2010/05/26/everything-counts-einstein/ Becky Simon | December 13. (n.d.). Employee onboarding process tips and Tools . Smartsheet. https://www.smartsheet.com/employee-onboarding-processes-plans-best-practices- flowcharts Onboarding in a box - linkedin business. (n.d.-d). https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/ onboarding-in-a-box-v03-06.pdf?ref=lemonbasecamp.ghost.io

Practices

Watkins,Tomika_5.2 New-Hire HRMT537

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