{"id":24692,"date":"2021-08-02T15:01:39","date_gmt":"2021-08-02T12:01:39","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=24692"},"modified":"2021-08-02T15:01:39","modified_gmt":"2021-08-02T12:01:39","slug":"new-employee-reception-protocol","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/new-employee-reception-protocol\/","title":{"rendered":"New Employee Onboarding Protocol"},"content":{"rendered":"
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\"\ud83d\udc4b<\/p>\n

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Some may think that welcoming new employees requires no preparation and that it is the employee who needs to be prepared. <\/span><\/p>\n

Others may consider it a minor task alongside their major responsibilities. They forget how they felt about the way they were<\/span><\/p>\n

welcomed on their first day at work, how it affected their performance and motivation, and ultimately how it affected<\/span><\/p>\n

the work itself.<\/span><\/p>\n

When employees first join an organization, they go through an orientation period. This orientation may last<\/span><\/p>\n

It may last several months, or be shortened to a few weeks or days, depending on the new employee\u2019s experience and previous work in a similar field.<\/span><\/p>\n

and the size of the organization. In all cases, however, orientation training is essential. Orientation training<\/span><\/p>\n

can be divided into three main sections:<\/span><\/p>\n

.<\/p>\n

First: Administrative topics:\u00a0<\/span><\/strong><\/span><\/p>\n

Such as employee rights and obligations, working hours, disciplinary policies, salaries, bonuses, and allowances,<\/span><\/p>\n

The organization\u2019s services, such as healthcare, retirement benefits, available service locations, and how to access them. This section<\/span><\/p>\n

is clearly important, as employees need to understand their rights and responsibilities. Even so, some organizations may<\/span><\/p>\n

overlook this role, leaving employees to discover their rights and the organization\u2019s services by chance or by asking<\/span><\/p>\n

colleagues when they need help. This can result in employees missing out on some of their entitlements or receiving incorrect information. This section<\/span><\/p>\n

may be delivered by HR staff. It can take several days, several hours, or less, depending on the size of<\/span><\/p>\n

the organization and the number of systems it has.<\/span><\/p>\n

.<\/p>\n<\/div>\n

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Second: General introduction to the organization:<\/span> <\/span><\/strong><\/span><\/p>\n

Arrangements are made for a representative or group of representatives from each department to explain<\/span><\/p>\n

the department\u2019s responsibilities. This part of the orientation program is highly beneficial, as it familiarizes new employees<\/span><\/p>\n

with the responsibilities of every department and team across the organization, so they know who to contact<\/span><\/p>\n

when they need to request something. It also gives them some understanding of those departments\u2019 needs when working with them. In addition,<\/span><\/p>\n

employees gain a better understanding of what is happening around them, which helps them\u2014over time\u2014do their work in a way that takes the circumstances into account.<\/span><\/p>\n

\u0627\u0644\u0645\u0624\u0633\u0633\u0629.<\/span><\/p>\n

.<\/p>\n

Third: Job-specific training:<\/span><\/strong><\/span><\/p>\n

This training prepares employees to perform the duties they were hired for. The training period varies depending on the type of work.<\/span><\/p>\n

and its relevance to the employee. This training is usually conducted on the job, with much of it involving hands-on practice<\/span><\/p>\n

performing the work under supervision and guidance. We\u2019ll explore this section in more detail in the following paragraphs.<\/span><\/p>\n

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Notes on onboarding training:<\/span><\/strong><\/span><\/p>\n

\u0623\u0648\u0644\u0627:<\/strong> Make sure orientation training is provided as soon as new employees start work.<\/span><\/p>\n

\u062b\u0627\u0646\u064a\u0627:<\/strong> Make sure orientation training is successful and continually improved. Sometimes an orientation program is delivered, but <\/span><\/p>\n

it fails because it lacks seriousness or is poorly prepared.<\/span><\/p>\n

\u062b\u0627\u0644\u062b\u0627:<\/strong> Make the program long enough to be effective, but short enough to avoid boring trainees. Make sure that<\/span><\/p>\n

Make the program engaging.<\/span><\/p>\n

\u0631\u0627\u0628\u0639\u0627:<\/strong> Be sure to choose suitable trainers. As you know, not everyone is good at explaining things. Also,<\/span><\/p>\n

Whenever possible, try to choose successful people who are enthusiastic about training and committed to the organization.<\/span><\/p>\n

A list of some administrative tasks required to onboard new employees:<\/span><\/p>\n

- Notify the relevant departments so each can take the appropriate steps.<\/span><\/p>\n

- Add the new employees\u2019 names to the organization\u2019s records.<\/span><\/p>\n

Organization ID card<\/span><\/p>\n

-\u0645\u0643\u062a\u0628<\/span><\/p>\n

-\u0623\u062f\u0648\u0627\u062a \u0645\u0643\u062a\u0628\u064a\u0629<\/span><\/p>\n

-\u062f\u0648\u0627\u0644\u064a\u0628 \u0645\u0644\u0627\u0628\u0633<\/span><\/p>\n

Organization clothing (uniform)<\/span><\/p>\n

An account in the computer system and any information systems<\/span><\/p>\n

-\u0623\u062f\u0648\u0627\u062a \u0627\u0644\u0623\u0645\u0627\u0646<\/span><\/p>\n

Access keys and keys to any offices<\/span><\/p>\n

Any work-related tools<\/span><\/p>\n

Any vehicle access permits<\/span><\/p>\n

Any other permits required to work<\/span><\/p>\n

Any subscriptions to transport services (bus or car)<\/span><\/p>\n

This is in addition to the legal requirements for hiring a new employee, such as a work permit, social insurance, and more. <\/span><\/p>\n

These requirements vary from country to country according to local labor laws.<\/span><\/p>\n

Additional procedures may apply when recruiting workers from abroad, such as obtaining a visa, notifying government authorities, and purchasing<\/span><\/p>\n

\u062a\u0630\u0627\u0643\u0631 \u0633\u0641\u0631<\/span><\/p>\n

Note that it is best to complete all these arrangements before the new employee or employees arrive, but it may be<\/span><\/p>\n

Some of these tasks may need to be completed after the employee arrives, in accordance with the organization\u2019s policies. In that case, it is essential to finish<\/span><\/p>\n

the essential tasks before the employee arrives, such as providing a desk and basic work tools. You should also prepare to<\/span><\/p>\n

complete the remaining tasks as soon as the new employee arrives.<\/span><\/p>\n

.<\/p>\n

The initial period at work:<\/span><\/strong><\/span><\/p>\n

Orientation begins when the employee starts work. Its first and second parts last<\/span><\/p>\n

anywhere from one day to several weeks, followed by specialized job training. In the next section, we\u2019ll cover<\/span><\/p>\n

what to do during the first days at work\u2014when the employee starts their new job and is present <\/span><\/p>\n

\u0641\u064a \u0645\u0643\u0627\u0646 \u0639\u0645\u0644\u0647.<\/span><\/p>\n

.<\/p>\n

\u0627\u0644\u064a\u0648\u0645 \u0627\u0644\u0623\u0648\u0644<\/span><\/strong><\/span><\/p>\n

Welcome new employees and make them feel at home<\/span><\/p>\n

Show new employees to their workstations (offices)<\/span><\/p>\n

Introduce new employees to their colleagues in the same department<\/span><\/p>\n

Explain where workplace facilities are located, such as changing rooms, restrooms, the cafeteria, and other amenities and systems <\/span><\/p>\n

\u0627\u0644\u062f\u062e\u0648\u0644 \u0648\u0627\u0644\u062e\u0631\u0648\u062c<\/span><\/p>\n

Explain working hours and break times<\/span><\/p>\n

Explain how to use information systems and where computers are located<\/span><\/p>\n

Explain any other workplace resources.<\/span><\/p>\n

Explain the organization\u2019s overall goals.<\/span><\/p>\n

Show them where files and information are located.<\/span><\/p>\n

Make them feel welcome and cared for. Feel free to get creative.<\/span><\/p>\n

Some managers may feel they\u2019re above handling these simple things, but although they may seem simple, <\/span><\/p>\n

they ease a new employee\u2019s discomfort and make it less difficult to adjust to this new environment.<\/span><\/p>\n

Don\u2019t overwhelm employees with too much information about every aspect of their work on their first day. Start with what they need to settle into the workplace,<\/span><\/p>\n

begin with general information about the organization, then gradually introduce more details over the coming days<\/span><\/p>\n

and weeks.<\/span><\/p>\n

.<\/p>\n

\u0627\u0644\u0623\u064a\u0627\u0645 \u0627\u0644\u0623\u0648\u0644\u0649<\/span><\/strong><\/span><\/p>\n

- Explain the organizational structure<\/span><\/p>\n

- Explain the organization\u2019s culture<\/span><\/p>\n

- Briefly explain the organization\u2019s strategy, then outline the department\u2019s goals<\/span><\/p>\n

Clarify what is expected of the employee<\/span><\/p>\n

Explain how employees are evaluated<\/span><\/p>\n

Focus on introducing employees to other departments and their staff as needed<\/span><\/p>\n

Arrange an introductory meeting with the senior manager\u2014the employee\u2019s manager\u2019s manager<\/span><\/p>\n

Provide tools to support employee training, such as training materials, work instructions, maps, or diagrams<\/span><\/p>\n

\u0647\u0646\u062f\u0633\u064a\u0629\u2026\u2026\u2026\u0625\u0644\u062e<\/span><\/p>\n

Explain how to access information, such as where to find catalogs, drawings, files, and other resources<\/span><\/p>\n

Train new employees on the organization\u2019s information systems.<\/span><\/p>\n

Identify urgent training courses for new employees and arrange for them to be nominated for those courses.<\/span><\/p>\n

Complete any required permits, administrative paperwork, or work equipment arrangements, in line with the nature of the job and the organization\u2019s regulations.<\/span><\/p>\n

.<\/p>\n

The first weeks on the job<\/span><\/strong><\/span><\/p>\n

Give the employee a chance to learn about the job and help them get familiar with it.<\/span><\/p>\n

Give the employee opportunities to try out tasks, and guide them by explaining any mistakes.<\/span><\/p>\n

Training an employee for the job doesn\u2019t mean asking them to handle all the tasks at once; it means giving them a chance to practice. <\/span><\/p>\n

\u0639\u0644\u064a\u0647\u0627 \u062a\u062f\u0631\u064a\u062c\u064a\u0627<\/span><\/p>\n

When you ask a new employee to work on something that was already underway before they joined, make sure to provide them with <\/span><\/p>\n

information about how it has progressed.<\/span><\/p>\n

Try to provide the information the employee needs, and explain anything you expect them to ask about.<\/span><\/p>\n

Encourage the employee to ask about anything they don\u2019t know, and help them feel comfortable doing so. For example, when you assign them a task, you could remind them to ask about anything they need,<\/span><\/p>\n

and sometimes mention how you once had the same question before finding the answer. <\/span><\/p>\n

This can help them feel more at ease.<\/span><\/p>\n

The order of the steps listed may vary depending on the organization\u2019s circumstances, but what matters is that we make sure to help<\/span><\/p>\n

the new employee get through the initial period comfortably, integrate with colleagues, and provide them with the resources that<\/span><\/p>\n

will help them learn the job so they can become a strong addition to the rest of the team.<\/span><\/p>\n

5 Ways to Earn Your Employees\u2019 Respect<\/a><\/p><\/blockquote>\n