Category : Onboarding

How to Reduce Employee Onboarding Cost in Australia

How to Reduce Employee Onboarding Cost in Australia

In our previous blog, How to Calculate Employee Onboarding Cost we found out how much it really costs to onboard an employee, and we did so by drilling down into the real cost of the new-hire in each phase of onboarding in their Pre-Onboarding, Onboarding and First Month of the job. 

In this post, we look at all the factors that could lead to a poor onboarding experience for your new hires and see how we can save that with the help of our Digital Onboarding Experience Platform – Digidesk.

(more…)

Category : Onboarding

How to Reduce Employee Onboarding Cost in Canada

How to Reduce Employee Onboarding Cost in Canada

In our previous blog, How to Calculate Employee Onboarding Cost we found out how much it really costs to onboard an employee, and we did so by drilling down into the real cost of the new-hire in each phase of onboarding in their Pre-Onboarding, Onboarding and First Month of the job. 

In this post, we look at all the factors that could lead to a poor onboarding experience for your new hires and see how we can save that with the help of our Digital Onboarding Experience Platform – Digidesk.

(more…)

Category : Onboarding

How to Reduce Employee Onboarding Cost in Saudi Arabia

How to Reduce Employee Onboarding Cost in Saudi Arabia

In our previous blog, How to Calculate Employee Onboarding Cost we found out how much it really costs to onboard an employee, and we did so by drilling down into the real cost of the new-hire in each phase of onboarding in their Pre-Onboarding, Onboarding and First Month of the job. 

In this post, we look at all the factors that could lead to a poor onboarding experience for your new hires and see how we can save that with the help of our Digital Onboarding Experience Platform – Digidesk.

(more…)

Category : Onboarding

MOBILE BASED ONBOARDING SOLUTIONS | DELIVER THE BEST ONBOARDING EXPERIENCE TO NEW HIRES

MOBILE BASED ONBOARDING SOLUTIONS | DELIVER THE BEST ONBOARDING EXPERIENCE TO NEW HIRES

WHAT IS ONBOARDING AND WHY IS IT IMPORTANT 

Onboarding is the process by which new hires are emotionally, physically and professionally integrated into the established culture and operations of their new employer. It is ideally the first step in the new hire’s journey to contribute to organizational success. 

The importance of onboarding the right candidate lies in the fact that they can both build and demolish the business. Poor onboarding practices can not only make the organization lose a bright candidate but also a chance to ace the industry in which it operates. To ensure that the organization does not lose its most important asset i.e human resource, it is extremely important to extend a red carpet at the very first step of their professional journey i.e Onboarding. Onboarding with the help of a mobile based application helps the organisation to give a stellar “first impression”.

(more…)

Category : HR Transformation

Making HR Transformation a Success – Chapter 8

Making HR Transformation a Success – Chapter 8

Transforming the HR department is far more difficult than people generally anticipate. Making change happen involves two challenges: identifying in a logical way what should happen (this is the content of the transformation), and turning that content into what actually happens (this is the process of the transformation). In this post, we’ll help you tackle these challenges to complete the final leg in your HR Transformation journey.

(more…)

Category : HR Transformation

Sharing Accountability for HR Transformation – Chapter 7

Sharing Accountability for HR Transformation – Chapter 7

A successful process of HR transformation involves the right people at the right time in the right way. The importance of involvement in successful change management is well established. We know from decades of social-psychological research that people are more likely to be committed to activities or decisions in which they are involved. This is particularly important in the case of HR leaders and professionals engaged in transformation.

Four groups of stakeholders should be involved with the HR transformation are:

  • HR leaders and professionals: Design the process and work to implement the transformation.
  • Line managers: Make sure the transformation aligns to business goals and work with HR to implement the transformation.
  • External customers and investors: Guide the HR transformation for relevance.
  • Consultants and advisers: Offer frameworks and insights developed by others, and point out potholes that others have stumbled into.

Let’s look at all these stakeholders in detail and see how we can share accountability of our HR Transformation with each of them.

(more…)

Category : HR Transformation

Upgrade HR Professionals – Chapter 6

Upgrade HR Professionals – Chapter 6

Ultimately, HR transformation depends on the quality of HR professionals. Given the challenges of understanding the full business context, defining important business-related outcomes, and redesigning the HR department and state-of-the-art HR practices (all in our previous chapters), the bar has been raised for HR professionals.

The competencies that were all HR professionals once needed are no longer sufficient in the new world of HR challenges. In this chapter, the four-step model for building competencies has introduced.

(more…)

Category : HR Transformation

How to do HR Transformation – Chapter 5

How to do HR Transformation – Chapter 5

HR transformation requires clarifying the strategy and structure of the HR department, then focusing on enhancing their work. In this chapter, we offer a road map for HR Transformation practices based on two dimensions:

  • Content: What is the work of HR?
  • Process: How can HR work be improved or re-engineered? 

When combined, these two dimensions layout a blueprint or road map for how to improve HR practices. HR transformation means upgrading all HR practices in aligned, integrated, and innovative ways.

(more…)

Category : HR Transformation

Redesigning the HR Department – Chapter 4

Redesigning the HR Department – Chapter 4

In the first two chapters of our HR transformation series we answer questions to why (do HR transformation) and what (outcomes) of HR Transformation. In this chapter, we address the “how”. How do we digitally transform the HR functions & processes completely and make it better?

This phase essentially has three components, each of which is a way of defining what we mean by HR:

  • The HR function or department may need to be redesigned.
  • HR practices may be transformed to be more effective or more fully aligned, integrated, and innovative.
  • HR professionals may be upgraded to possess the competencies required to do their work.
(more…)

Category : HR Transformation

What are the Outcomes of HR Transformation? – Chapter 3

What are the Outcomes of HR Transformation? – Chapter 3

HR transformation is not a single event — it’s a new pattern of thought and behavior. As discussed in Chapter 2, the rationale for the transformation comes from general business conditions and the ability to increase value to specific stakeholders. The traditional answer is that you can measure specific quantitative outcomes of HR practices. For example:

  • How many people did we hire?
  • What percentage of low performers was removed from the organization?
  • How many employees completed the required 20 or 40 hours of training in the past year?
  • How many information sessions were held?
(more…)