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Choosing the Right Technology
With so many employers looking to Web-based onboarding, Barbara Levin, senior vice president at Enwisen, a Novato, Calif., provider of Web-based HR and benefits communications, says four key components/capabilities are critical in choosing an onboarding technology: Orientation -- Does the software have socialization tools, personalized tours, and a knowledge base to ask questions on policies and the like, to help new employees feel acclimated and productive on day one? Also key are tools that aid in such things as collaboration with learning-management and performance-management systems, and benefits decision support to extend onboarding well past the first day. Automation -- Does the software orchestrate all of the processes involved and provide workflow? Is there integration that includes pre-population of forms, data integration, provisioning and more? Compliance -- Are there features such as electronic acknowledgements and eVerification for I9s? Overall Management -- "The ability to manage all phases of an employee's life cycle -- including pre-boarding, onboarding, cross-boarding for promotions and relocations as well as offboarding -- is also important," Levin says, adding that other features to consider are tools that are available to extend onboarding through the first six months of a new hire's employment -- when new employee turnover is at risk. "These can include integration with goals-management systems, surveys, the rollout of tools to help select plans when the employee becomes benefits-eligible, and more," she says.
November 1, 2009 Copyright 2009© LRP Publications |
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