Materials for manager

 

Efficient and comprehensive introduction of a new person to the company is crucial for both - for the employee and the employer. A properly planned and conducted onboarding process has a significant impact on the successful adaptation of the new colleague into the company. It increases individual motivation and productivity as well. Below you can find information about our onboarding process.

Please note that the onboarding scheme depends on the employment form (differences: onboarding overview).

1. Onboarding starts before the first day of work

The more time there is between signing the contract and the colleague’s first day at work, the more important it is for us to use this time actively. This allows us to integrate new colleagues even before the employment relationship begins.

HR activities:

  • We will contact the new employee to finalize the employment process (signing a contract, transferring a referral for occupational medicine examinations).
  • After formal matters are completed, we will send you an e-mail with employment confirmation and a request for onboarding details (template)
  • Two weeks before starting work, we will add standard onboarding meetings to the calendar of your new employee (according to the list). Expect a welcome coffee and lunch with the team. 
  • One week before the start date, the HR will send a welcome e-mail with the onboarding schedule, presentation and check list for new joiners.

Your activities:

  • Return the completed onboarding form to HR team
  • Plan the job onboarding and arrange meetings with people with whom the new employee will work the closest.
  • Designate a Buddy (colleague from a team, somebody who will be first point of contact all day, for daily questions) and agree on the main steps in the onboarding process. The chec klist for the Buddy could be helpful.

Remember! Keep in touch with a new employee, especially if the time between signing the contract and starting work is longer than a month. A short conversation or offering a coffee before first day of work is always a good idea.

 

2. The new employee’s first day in PAYBACK

The new colleague’s first day at work starts with a coffee with the manager = with you. After that the new employee has a welcome session with HR representative. We present our mission, values, working style.During the first day IT team hands over computer and devices, and our new colleague hands HR documents over to HR team. We also book time for lunch with the team. Last but not least, OSR training is on our agenda too.

Please plan the rest of day making sure that your new team member has all necessary information for a good start. Our check list for the manager may be of help.

 

3. Next days in PAYBACK

During first weeks/months of work we will initiate the meetings which help our employee be more familiar with PAYBACK Program and processes. In his/her calendar appears the meetings according to our “Onboarding overview”.

 

4. Feedback 

On our map of the onboarding process, there are several check points satisfaction of a new employee. After the first month of work, he/she receives an anonymous survey evaluating the recruitment and onboarding process. Then we arrange a short conversation with the HR Business Partner to check how our new colleague feels in the company. 

At the end of the 5th month of work, we ask the manager to collect feedback from colleagues and send it with a recommendation regarding the extension of the contract. On this basis, the decision on further cooperation is made.

 

Remember! 

Onboarding is a very important process which is not limited to the items listed above. Regularly check the employee's needs and address them. If you need support, invite your HR Business Partner to it through.

 

Here you can find the most important onboarding materials for the manager:

 

Contact person: Ilona Jabłońska