Design an Onboarding Timeline
Week 3 – Assignment: Design an Onboarding Timeline Starting on Day 1 and running all the way through Day 180, create a timeline of activities to be directed at and completed with new employees. Use the table in Section 2 as a guide and customize the table for your own organization. In your table, including when during the employee’s employment, each specific activity should occur, who is responsible for conducting that activity, and why you chose that activity as a part of your process. Your table should be prepared in a format that can be used as both a description of the process as well as a checklist that an HR staffer can use to track the progress of an employee’s onboarding. Your onboarding timeline must include steps that ensure: · The employees understand the policies and procedures of the organization. · They understand their job duties. · They understand what’s expected of them in terms of job performance. · They understand their compensation and benefits. · They are familiar with their workspace and other surroundings. · There is an opportunity for them to ask questions without feeling uninformed or judged. · There is an ongoing feedback process in place so the employees will receive objective feedback in relation to their performance. · Supervisors and managers have a formal method to check for dissatisfaction or the possibility that the employees are considering leaving the organization. · Other issues are addressed that help ensure the employees feel welcome and that their needs are being met. Length: 3 pages, not including title and reference pages References: Include a minimum of 3 scholarly resources Section 2: Talent Development Once the applicants have been recruited, interviewed, and hired, ensuring their fit by effectively communicating your organization’s policies, procedures, and work rules, along with proactively helping them feel welcome, are key aspects of the staffing strategy. Once the new employees are hired, effective onboarding is crucial. Onboarding is about integrating employees into your healthcare organization’s culture in such a way that they prosper and grow personally and professionally with your organization. This leads to increased employee engagement, which fosters better patient care and increases employee retention (Maurer, 2018). According to research by the Partnership for Public Service and Boston Consulting Group (Temin, 2019), facilities with better employee engagement delivered better patient services; a one-point increase in the employee engagement scale correlated with a half-point increase in patient satisfaction scores for the overall medical center. Better employee engagement scores resulted in a quarter-point increase in satisfaction with specialty or primary care providers. The onboarding process should last for at least the employee’s first year of employment and should include but not be limited to: When What Day 1 · General job orientation, tour, and introductions · Work schedule and work hours · Professional ethics and code of conduct · All policies, such as safety and security policies · Compensation and benefits Read More …