Adjusting to a new job is not always an easy task, in fact most aspirants usually quit within a month of accepting the new job.
Fortunately, there is a resource that many companies use to speed up the accommodation process and ensure a good start for the employee in the organization: incorporation.
This process has a wide variety of benefits for both the company and the employee, and can have a positive impact on individual performance and that of the organization as a whole.
What is integration?
The integration process is an action plan used by a company or organization to ensure the proper adaptation of employees to the new job and prevent them from giving up after a short time due to the sudden change in activity.
It is based on a methodology designed by the company itself and which takes into account all the aspects that the employee will encounter for the first time in his new mission, which allows him to adapt more easily in the shortest possible time. .
The onboarding process includes aspects such as new organizational habits, communication of who are superiors and colleagues, where the employee will perform the duties and what are the means of work.
The integration process consists of 4 strategic phases designed to ensure a good adaptation of the new employee to the workplace. Below we summarize them briefly.
The first phase is pre-integration, and that is essential for the employee to receive a good first impression of the new organization in which he is about to work.
At this point in the process, it is important that communication between the company and the employee is smooth, transparent and cordial, as it depends on the candidate’s final decision to go for the job or decline.
Any communication error can make workers doubt their decision to stay in the company, this is why it is essential to keep yourself informed of any organizational problem.
It is also advisable to provide help with any needs you might have during this previous phase, for example checking if you need help with the initial documents.
The second phase is to help the new employee adjust to the new environment just before they start working in the organization.
During this period, it is recommended andBriefly inform about the main concepts on the organization of the company, the working methods, payroll policy, and any other issues you need to know before you start your job.
This phase should not last more than a week and is also usually introduced to the new employee to his colleagues in the division or department.
3. Specific training
The specific training phase is crucial in the integration process, because it is the one during which the new employee begins to familiarize himself with the tasks of his mission, in contact with the company’s Learning Management System.
In this phase of formal training, each new employee will be updated on the main knowledge of his position as well as on the possibilities for promotion.
The last phase is the transition, and is based on facilitate the transformation from aspirant to new employee of the company with all the implications and responsibilities. corresponding.
In this phase, the employee’s expectations and goals are also established as a motivational strategy and to increase his productivity.
Functions of this HR process
There are many functions and utilities of onboarding in terms of employee performance, these are the most relevant.
1. Facilitate communication
In any business or organization, internal communication is essential as a strategy to successfully achieve each of the short and long term goals it has set for itself. It should be remembered that dedicated work organizations are made up of individuals who are not born knowing everything that needs to be done in a given company.
This avoids misunderstandings about the beginning and the end of the responsibilities associated with the position of each employee, so that each part performs its task without overlapping tasks between people.
2. Understand the organizational culture of the company
Another of the essential functions of onboarding is to achieve that the employee internalizes the essential values of the company, as well as its organizational culture and daily teamwork habits.
Knowing in depth the internal mechanisms of the organization, each worker will know exactly what his task is and how to accomplish it so as not to go against the interests and founding values of it.
3. Facilitate adaptation
Thanks to the Onboarding process, each worker is able to train in the shortest possible time, which will allow them to adapt more quickly to your workplace and successfully achieve a level of experience similar to that of their peers who had already started before.
Additionally, a short adjustment period usually has a positive effect on employee performance, both at work and, most importantly, on a personal and emotional level, which has a significant impact on productivity.
4. Provide appropriate training
The integration process also serves to remove any doubts that may arise during the development of the new professional activity, preventing them from paralyzing the employee for fear of making a mistake.
An effective onboarding plan should take into account all the logistical and organizational aspects of a workplace and should address all the elements that may raise doubts or problems for the new employee.
5. Emotional well-being
As we have indicated, a worker who feels useful and integrated is more likely to engage in more productive activities and work. than that of another employee who has difficulty adapting and who has not participated in an integration process.
Implementing the correct individualized onboarding process that takes into account all of the organizational elements that are most important to the new worker will be key to improving their performance.
In addition to this, in general any worker who feels supported from the first day will see an increased emotional well-being and therefore his work situation will be much better.
Do you want to train in HR?
If you are planning to specialize in the HR field, you might be interested in Master in Selection and Talent Management promoted by the University of Málaga (UMA) and which is organized in the Faculty of Psychology of this entity Throughout its approximately 15 months, this Master offers the possibility of training in the hands of professionals in the sector in small groups, and addressing both the entry part of workers and recruitment, such as the management and training of teams and staff from different departments of a company, all with a fundamentally practical orientation.
Another training option that may also be what you are looking for is the Specialized diploma in talent attraction, recruitment, evaluation and retention from the University of Malaga, an online specialization program that lasts 7 months and teaches the theory and practice of classical and most current methodologies, taking advantage of the potential of new technologies applied to human resources.
To learn more about UMA’s HR training, visit its website.
- Armstrong, M. (2006). Human capital management. A manual of human resources management practice. London: Kogan Page Publishers.
- Bohlander, G .; Sherman, A .; Snell, S. (2001). Human Resource Management. Mexico: Cengage Learning Publishers.