[January 16, 2018] |
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HR's Big Challenge for 2018: Fix New Hire Onboarding
According to a new study from Kronos
Incorporated, onboarding is a critical weakness for a majority of
organizations that stalls new hire momentum and threatens to disengage
enthusiastic employees during their crucial first weeks on the job.
The study - New
Hire Momentum: Driving the Onboarding Experience - was conducted by
Kronos (News - Alert) and the Human Capital Institute and included more than 350 human
resources (HR) leaders at U.S. organizations of all sizes and
industries. It concludes that organizations must re-focus onboarding
programs to emphasize high-impact training and development activities
instead of administrative new-hire paperwork to better position new
employees (and the business) for long-term success.
News Facts
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Critically important, fundamentally broken: More than
three-quarters (76 percent) of HR leaders say onboarding practices are
underutilized at their organization.
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More than half (57 percent) of survey respondents believe that the
lack of bandwidth for people managers is a significant barrier to
improving the onboarding process.
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Nearly two-thirds (60 percent) of survey respondents say the top
purpose of onboarding is to integrate employees into the
organization's culture, such as the way business is conducted and
how the employee's performance contributes to organizational
success. However, the focus on culture makes up an average of just
30 percent in onboarding programs.
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Onboarding internal hires - often referred to as trans-boarding -
is even more challenging: about a quarter (24 percent) of
organizations have no strategy for trans-boarding either
managerial and non-managerial internal hires.
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Orientation is not onboarding:
Organizations place too much emphasis on new hire paperwork, not
enough on their long-term success.
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Reviewing rules and regulations (75 percent), the company overview
(73 percent), resource orientation - such as technology,
workstation, and building introductions (62 percent) - and
empowering employees to self-service new hire forms (62 percent)
were scored by HR leaders as the most important onboarding
activities.
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Conversely, far fewer respondents highly rated strategic
activities linked to helping the employee succeed long-term, such
as peer mentoring (32 percent), assessment of future training
needs (37 percent), access to self-paced training resources (42
percent), and meetings with key stakeholders/teams (47 percent.)
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Organizations don't (or won't) dedicate enough time to onboarding
to fully maximize new hire potential: more than a third of
organizations (37 percent) say onboarding lasts from just few
hours to only one week; a quarter (24 percent) use a month-long
onboarding process; while a mere 10 percent view onboarding as a
year-long or ongoing activity.
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More accountability needed: Onboarding presents a critical
blind-spot as HR embraces data-driven decision-making.
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More than half (55 percent) of organizations say they do not
measure the effectiveness of onboarding programs, hindering
accountability for success and preventing opportunities for
improvement.
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HR believes they lack the resources to properly handle
comprehensive onboardin programs, as 39 percent say they do not
have the right technology to reduce administrative error, ensure
consistency, and improve accountability.
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About a third (36 percent) blame insufficient technology for their
inability to automate and better organize onboarding programs,
further inhibiting their ability to train managers in proper
onboarding techniques.
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Some HR leaders recognize the shortcomings in this area, as 30
percent say they intend to increase their onboarding budget for
2018, with investments targeting program consistency and new
software.
Supporting Quotes
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Malysa O'Connor, senior director, HR and payroll practice group,
Kronos
"Starting a new job is exciting, where possibilities
are endless and enthusiasm is high. Yet it's also a time of
apprehension and uncertainty where new hires meet colleagues, learn
new processes, and understand how to make an impact at their new
organization. Organizations that succeed in capturing that enthusiasm
while minimizing other challenges will gain a competitive advantage
that is accessible to any business willing to design and deploy a
strategic onboarding experience. Modern talent acquisition and
onboarding solutions represent the first step in this initiative, as
they free up HR from the administrative work associated with new-hire
paperwork and empower HR teams to focus on building programs that
ensure the long-term success of each employee."
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Jenna N. Filipkowski, Ph.D., head of research, Human Capital
Institute
"Organizations make significant investments to
source and recruit the best candidates, but often leave these same
individuals to find their own way around the organization once they
start. HR leaders need to re-evaluate how onboarding programs are
structured and deployed within their organizations. The momentum of
new hires is a force to be reckoned with, and it is possible to
sustain this throughout and beyond the traditional 90-day onboarding
timeline with the right programs, processes, and technologies in
place. Organizations must be sharp and agile enough to capture this
excitement and drive, leveraging it to propel the entire workforce
forward."
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Sharlyn Lauby, the HR Bartender and president, ITM Group, Inc.
"We
all know turnover is expensive, both in terms of direct costs and
intellectual capital. Organizations can increase retention by focusing
on those activities that get employees engaged from the start. One way
to do that is by taking care of administrative paperwork before day
one so employees can focus on their role and other things that matter
to them most. Onboarding processes set new hires up for success by
building positive work relationships, making good on promises made
during interviews, and providing a career roadmap."
Supporting Resources
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Note to editors: Please refer to all research as the "New Hire
Momentum (News - Alert): Driving the Onboarding Experience" study by Kronos and HCI. Download
the full report.
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Register
to attend the webinar "New Hire Momentum: The 3 P's of Onboarding You
Can't Miss," on Tuesday, Jan. 23 at 1:00 p.m. ET.
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Connect with Kronos via Facebook,
Twitter,
LinkedIn,
Instagram,
and YouTube.
About Kronos Incorporated Kronos is a leading provider of
workforce management and human capital management cloud solutions.
Kronos industry-centric workforce applications are purpose-built for
businesses, healthcare providers, educational institutions, and
government agencies of all sizes. Tens of thousands of organizations -
including half of the Fortune 1000® - and more than 40
million people in over 100 countries use Kronos every day. Visit www.kronos.com.
Kronos: Workforce Innovation That Works.
Survey Methodology This research was developed in
partnership between HCI and Kronos. Between Aug. 14 and Sept. 1, 2017, a
survey was distributed via email to those who opted into the HCI Survey
Panel and the Talent Strategy and Development Communities. In addition,
participation in the survey was prompted on social media channels. 399
completed questionnaires were received and 43 respondents who did not
qualify to participate were removed. Six in-depth interviews were
conducted. The results of the questionnaire, subject-matter expert
interviews, and secondary sources form the basis of the research. For
additional questions on survey methodology and survey findings, please
contact [email protected].
© 2018 Kronos Incorporated. All rights reserved. Kronos and the Kronos
logo are registered trademarks and Workforce Innovation That Works is a
trademark of Kronos Incorporated or a related company. See a complete
list of Kronos
trademarks. All other trademarks, if any, are property of their
respective owners.
View source version on businesswire.com: http://www.businesswire.com/news/home/20180116005484/en/
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