Hr Head With Pmi
Raj Kumar Hansdah
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Chaitanya Burde
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Hi, Could someone help me with a new joinee onboarding process? I work for a IT MNC. Thank you in advance. sonia:-P
9th August 2009 From India, Bangalore
I think before boarding any flight we have to take boarding pass.... I know this much only....
9th August 2009 From Saudi Arabia
start with cos history, vision, mission, core values etal
next brief him on reporting hierarchies, functional lines, line sof business, etc
next brief him on policies n rocedures which are imp n relevant to him
Provide information in a standardised format, dont waste time repeatedly. make a PPT or PDF document
or better still put it on ur B2E portal ie business to employee portal
they can access the info wen they need it
even a gud HRMS can be extended for the same benefut
Lastly dont forget his key deliverables or KRAs etc which will play a major role in his career path
n keep record of "First day first hour productivity"
gives u a fair insight into candidate personality, job fit, potential perfromance etc
too big a topic to scribble, feel free to call if u need help or clarifications
9th August 2009 From India, Delhi
Dear Sonia,

I am presently working in Mumbai in a five star hotel and our orientation process begins with a welcome letter from the HR Manager to whom s/he reports on the first day morning.

The HR assistant completes all joining formalities like locker, uniform, bank account opening, plus forms for filling up employee details like residence address, etc.

Next s/he is escorted to the GM's office where s/he is introduced to all HoDs.

The next two days is a classroom training programme with the Training / L&D manager where topics include right from grooming & hygiene, etiquettes manners to history of the company, the future plans, who' who of the company and such details which can provide the new associate with total knowledge of the company and also includes a property tour.

Once s/he has finished with the class training, then the next step is a thorough departmental induction which may last a week or two depending upon the position of the associate. After this induction, s/he reports to the concerned dept.
10th August 2009 From India, Mumbai
Hi sonia,
Logically the term boarding process is Managing the process from the time the incumbent received offer of appointment from you and the time till he joins in your company. Normally this is crucial time the incumbent changes his decision when he get better offers from others.(even from his existing employer for that matter). so, keep in touch very often with the candidate and understand the pulse of the him. Once you come to know his comfort and satisfaction level with your offer, you can maintain the momentum.
Some companies even send their reps to the new incumbents house to create a personal bondage with him and family, so as he is not distracted by other offers.
Keeping these aspects you can develop a lot of process, that how you can maintain the momentum with the candidate, and transform his decisions favouring you.
10th August 2009 From India, Kochi
I forgot to mention an important point in my previous posting. Pls add the points given below.
Pls do keep in mind that, what we are talking about welcome, introduction etc. ara all a part of Induction Programme. The process of on boarding completes when the new entrant joins for duty.
10th August 2009 From India, Kochi
What our friends explained about Onboarding is more than enough, you can follow all this. Another important point is, you should have a weekly meet with the incumbent personally to know what he feels about the co, his roles & responsibilities, some positive and negative aspects etc. This should be done atleast for the first month from the DOJ. This will helps us to have better relation with the New joinee.
10th August 2009 From India, Delhi
Just thought from the Payroll perspective there would be lot of employees who wants to know about the Income tax and also wants to know what all information he needs to provide and to whom.
The attached ppt will provide a generic information on Income tax.
You may want to make changes as per your company policies and pay structure.
10th August 2009 From India, Faridabad
Sorry, the earlier attachment had some error.
10th August 2009 From India, Faridabad

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Hi Sonia,
The onboarding session should be designed as per the business need whilst few of the common practices ought to be incorporated.
History of the organization
An overview of the Business, revenue, market position, core Values, Mission
The Hierarchy, functional lines
Alongside, you may also think of having a session on soft skills based on your participants/audience. If the participants are freshers; don;t have too much of metrics oriented data on the first day of their experience. What can and will bring a fresher's involvement is ; a learning with fun. You may look at getting a session imparted on corpporate etiquette to make the employee aware of certain DOs and Don'ts, Certain business/social norms to be followed. The most important part as per my belief would be : Have activities, anecdotes, icebreakers, games etc.(Based on the audience).
10th August 2009 From India, Idukki
Sonia, I do hope the following information will help you begin to understand the process.

Dr. Marc PS 63:7

Onboarding, On-boarding, or New Employee Onboarding

Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role.

The above definition is very specific to New Employee orientation. In a more generic usage - OnBoarding can be defined as the process of acquiring, accommodating, assimilating and accelerating new users into a system, culture or methodology.

Align: Make sure your organization agrees on the need for a new team member and the delineation of the role you seek to fill.

Acquire: Identify, recruit, select and get people to join the team.

Accommodate: Give new team members the tools they need to do work.

Assimilate: Help them join with others so they can do work together.

Accelerate: Help them (and their team) deliver better results faster.

Onboarding is certainly a core management skill. Effective onboarding of new team members can be one of the most important contributions any hiring manager or Human Resources professional can make to long-term organizational success, because onboarding done right drives productivity, significantly improves talent retention and builds shared culture. Onboarding is particularly important for executives transitioning into complex roles (see the entry on “executive onboarding”) because it is difficult for individuals to uncover personal, organizational and role risks in complicated situations when they don't have formal onboarding assistance.

Onboarding is becoming standard operating procedure. Recruiters and interviewers are starting to ask job candidates how they will prepare to onboard, if they receive an offer. Some candidates, anticipating the question, bring 100-Day or 90-Day action plans to interviews. In the past HR owned onboarding. Increasingly, hiring managers own onboarding of their new team members.


Acquiring new team members involves identifying, recruiting, selecting and getting people to join the team. Those most effective at this start to prepare for their new employee’s success even before starting to recruit. They clarify their destination by creating a recruiting brief, laying out their onboarding plan and aligning stakeholders.

It’s important to recruit in a way that reinforces key messages about the position and the organization. Those doing this well create a powerful slate of potential candidates. Then they evaluate those candidates against the recruiting brief while pre-selling. Finally they make the right offer and close the right sale the right way.


Accommodating new team members is about giving them the tools they need to do work.

Cost reduction in the onboarding process often focuses on the replacement of paper forms processes with electronic processes that are faster, more accurate, eliminate document shipping costs, eliminate data reentry costs, and mitigate risks. This aspect of onboarding is known as transactional onboarding. These processes can be implemented through a direct translation of paper forms to electronic forms, but more significant cost advantages are gained with technologies that improve the process; vendor examples of the former being KMS Software Company and Adobe Systems and of the latter being the Workforce Empowerment Suite by Mangrove, Emerald Software Group, and TALX

Regarding employment law, significant risk is assumed by the organization through the collection of employment tax information and work authorization status for immigrants, particularly when hiring an outside candidate for an employment role. Organizations seek to mitigate this risk through the implementation of an onboarding strategy. Hence, onboarding processes are typically expected to ensure the quality of the data collected from the candidate, the completeness and accuracy of the forms they submit, and to interface their data to government (primarily for new hire reporting and immigration control, such as the Department of Homeland Security’s e-Verify program) and 3rd party vendors (most often for background and drug testing). An onboarding technology’s application of business rules and related technology is often of interest to the organization in mitigating risk. Robust onboarding systems mitigate this risk by fully integrating the transactional onboarding process with non-repudiated signature technologies and employment authorization verification.


One important aspect of onboarding is the process of converting a candidate for a role into that role within an organization. The candidate may be new to the organization, or may be an existing person within the organization that is assuming a new role. Candidates may become employees or contractors, and may be assuming permanent or temporary roles. This aspect of onboarding can also be referred to as: socialization, acculturation, and indoctrination. Many different consulting and technology companies provide products and services to automate or define the onboarding process; hence, there are widely varying definitions of onboarding. Fundamentally, however, process definition and control of onboarding seeks reduction of costs, better and more effective assimilation of the candidate into the new role, and mitigation of certain risk.[4]

Organizations also may seek to quicken the candidate’s effectiveness in the new role through a more effective onboarding process. This aspect of onboarding is commonly known as acculturation, assimilation or socialization, and is most often achieved through the deployment of a specialized enterprise portal that provides information about the company, the candidate’s new role and peer workers, the company’s benefits offering, and provides access to forms automation and training tasks.[5] While an onboarding portal may be a component of the organization’s HRMS system or Employee Self Service portal, it can also be implemented as part of the company’s intranet, or in some cases as a standalone onboarding portal. Vendors known for their work in this aspect of onboarding include HRM Direct, KMS, Enwisen, and Silk Road Technologies. It has also been pointed out that Microsoft’s SharePoint product can be utilized as an acculturation onboarding platform.


The real value of onboarding is getting new team members up to speed and delivering better results faster. To accelerate transition, onboarding should include new job preparation efforts to give new employees a head start before day one, an announcement process that sets the new employee up for success, resources, support and follow through the first 90 to 100 days, at a minimum.

Accelerating transitions is different for internal promotions and external hires. In the former, the new leader may know many of their stakeholders, and may be familiar with some of the landmines and threats. These transitions need to emphasize the change in relationships with former peers and managers, shifting old roles and responsibilities to others, and providing new insights and new opportunities. In contrast, the external hires focus on rapidly learning the landscape, the supporters and detractors, understanding the core issues, and clarifying your role. Both, however, require articulating the strategies, operational methods and people strategy that will lead to a rapid successful outcome.
10th August 2009 From United States, Calhoun
You don’t seem to mince words :icon6: I agree with the intent of your mail, if not the spirit.
11th August 2009 From India, Delhi
hi varaprasad here find an attachmentof my collection on employee onboarding useful for the students who wants do project on employee onboarding
21st May 2010 From India, Visakhapatnam

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Onboarding processes are very important As first impressions mean a lot to an employee’s stay at the company especially if you are a start up
To make sure you retain your employees, employee engagement must begin on the first day and thats why you need a good onboarding process .
A good on-boarding process should be uniform set of procedures such as appointment letters, confidentiality agreements , compliance forms and welcome kits.
Refer to this article - which has a downloadble content such as appointment letters
17th June 2016 From India, Mumbai
I would like to contribute an onboarding process that all stakeholders will benefit from. Here it is Everyone loves this onboarding process
Hope this helps,
20th June 2016 From Vietnam, Hanoi
Before buying go through this information and find out that you really require an onboarding software not?
What is onboarding?
The process by which your new hires get integrated into your organization/company is called “Onboarding”. Nowadays workplace changes faster, require innovations and does not wait for anyone. So, if you want to beat your competitor then, provide your new hires with the tools, education, training, and information about the products/company on which they need to work on the right from their joining time.
A comprehensive onboarding process is the best way to provide all such required information. Onboarding process is a simple task which includes hand over of papers, orientation program, signing and returning of documents. By doing all those processes eventually, a new employee becomes the part of the team.
To make new employee comfortable in all aspects and make them adjustable to social and performance level at their new job is also a part of onboarding. The whole process of onboarding makes new hires knowledgeable, skilful and build up the behaviour & attitude required to function effectively at organization/company.
Integrated Onboarding software improves the likeliness of new employees and ensures that they end up being happy and satisfied employees of the company.
Benefits of onboarding
A structured onboarding program helps you in the following way:
1. Engage Employees early on and build connections:
The core values and the culture differ as company changes, but without considering those differences, the output matters most is engagement among employees. Particularly engagement after joining the company will matter a lot, as new employee passes through an onboarding process will go a long way towards encouragement and retaining it in future. The most engaged employee will have strong connections with their colleague and managers. Providing them with a buddy or mentor will help them to build connections and they can consider their mentors as resources which helps them during their first 30 days.
2. Attract and sustain top talent:
According to the survey, it was found that 59% of the HR professionals think that the coming few years will bring a significant battle to retain talents and performance of the employees. While it’s easy to match the salaries, but it’s hard to deliver the non-material elements like rapport with heads and company culture where employees generally stick. With an excellent onboarding program, you can create an amazing culture which encourages employees that helps to retain the top talent.
3. Encourage open communication:
Generally, when anyone starts a new job, it becomes difficult for them to share their concerns regarding their new job roles. An organized onboarding program will provide them with a structure for their new job roles and can solve their queries without any hesitation. Providing such a structured on-boarding encourage employees in creating an environment of open communication.
4. Build trust and alignment:
HR Software
In the structured onboarding program, new employees will meet the senior or heads. During this time new hires can get the information about the company goals and initiatives taken by their heads in fulfilling the goals, which in turn build the trust among all the employees.
5. Increase business growth and decrease employee turnover:
An organized onboarding program can engage the employees right from their starting, encourage them for open communication, creates a comfortable culture and also build trust with their colleague and seniors. This process can increase the business growth along with the satisfaction of employees over the company which decreases the employee turnover.
Onboard your employees through factoHR.
Onboarding Software in India
Great hires can elevate a brand and drive a business to new levels of productivity and growth. Mobile functionality has become a basic necessity and expectation for onboarding. Some employees may also use their mobiles to avail the benefit of Onboarding Software. factoHR provides a mobile app with one of a feature called “Plug Me” where employees can download their necessary documents. It also provides you with the following features which can be helpful to you while onboarding your employees.
Create Letters/Forms/Memos:
HR and Payroll Software
To crate bulk HR letters, you need to upload the template related to offering letter, confirmation letter, appointment letter, appraisal letter, relieving letter, etc. You can download forms related to PF, ESIC, PT, and bonus. You can also create memos. You can also send these letters, forms, memos via email to the employees.
Managing Documents:
You no longer have to manage documents as it can be stored in the software. You can upload Aadhar card, PAN card, Visa, Passports, Degree certificate, etc. directly in the software. An alert message is sent to HR as well as an employee at the time of expiration of any documents.
Managing Assets:
Get the status of your assets easily through our software where a report is generated regarding the assets assigned to your employees. This facility is helpful even when the employees left their job as notification will be sent to HR regarding the assets an employee holds.
18th August 2018 From India, Rajkot
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