Training and onboarding are two distinct processes that must coexist. Training addresses the job’s technicalities or tasks. It goes over how to execute duties, how to use technology and equipment, and how to do the job in general. Onboarding is the process of being acquainted with your coworkers, management, and the business culture. One cannot exist without the other, but they must work in tandem to be successful. Onboarding and training are critical components of effective employee growth. They work together to drive engagement, build culture, and provide a pleasant employee experience.
A company’s growth is thrilling. The necessity to hire more personnel can provide satisfaction to the owner and everyone else involved in the business. However, care must be given when taking on new personnel because failing to bring everyone up to speed right immediately might result in high turnover rates, low efficiency, and productivity concerns. The days of rapid, on-the-job training are long gone; today, the objective is to provide onboarding so that every employee feels welcomed and at peace from the start.
A new team member’s arrival is a critical period in every organization. You want to make the best impression possible on the prospect. It’s similar to making a pitch, but instead of pitching to investors, you’re pitching to employees who want to work for your company.
Employee onboarding is the process of teaching new workers the knowledge, skills, and habits they need to be effective members of a company.
A successful onboarding process will educate new hires about what they may anticipate from the job, regardless of whether they are full-time, part-time, or contingent staff. It will also increase staff engagement and, as a result, boost employee performance.
The Main Goal of Onboarding
Employee onboarding is done by businesses to increase engagement. Employees who participate in thorough onboarding programmes are more likely to be productive than those who do not.
It also enables new employees to learn about and adapt to the company’s values, culture, and strategic goals. Furthermore, they get the opportunity to communicate with their co-workers and form positive professional relationships.
There are several approaches to onboarding. Companies with a hands-on culture may take a new employee on a tour of the workplace, assign him a specific parking spot, and discuss attire before the person even begins. A less hands-on employer may choose to supply new employees with a DVD or CD that outlines all of the critical elements of the organization, although others believe that providing textual explanations of how the company functions is adequate. The main point is that employees receive some sort of orientation to guarantee that they are more at ease on their first day.
Successful employee development begins with effective onboarding
Poor onboarding is akin to skipping the warm-up before a workout – you’re doomed to fail.
A poor onboarding process not only hurts your bottom line, but it also wastes the time of your HR personnel, your new hire, and anybody else involved in the process.
While your onboarding process is important for employee growth, it is only the first step in what should be a lifetime commitment to employee development.
Employee training is the process of teaching an employee about the inner workings of the firm, particularly the function. It is a part of the broader onboarding process, however it occurs considerably later.
Employee training begins a few weeks after the new employee has adjusted to his or her new surroundings and gotten the feel of things. It can take anywhere from a few weeks to six months.
Naturally, the new hire may struggle to adjust to the new processes; this is why firms provide onboarding training. It not only streamlines the procedure, but it also accelerates the rate at which the recruit acclimates.
The Primary Goal of Employee Training
As a result, it may be stated that training improves one’s capability and performance. Because staff is regularly trained, the company gains a competitive advantage over its competitors. Employees are motivated by training because they are constantly informed / instructed about their work environment. This also contributes to employee efficiency. Various training methods roughly classed as ‘on the job training’ and ‘off the job training,’ have been introduced.
Who is in charge of onboarding and training?
The role of employee training programmes is heavily influenced by the size of the firm. In smaller businesses, it is typically owned by the HR department and integrated with people management.
With increased firm size and numerous sub-departments under people operations, onboarding is now primarily a part of learning and development. However, as a critical component of the applicant experience, recruiters may feel particularly accountable for it at times.
And there are times when operations, dedicated onboarding, or employee experience teams have the most intense attention on this critical period of all.
In many companies, onboarding and training will coexist, but they must work well together to be effective. Onboarding is intended to foster a close-knit company culture that welcomes new employees and immediately makes them feel at home. In the end, this is just as valuable as adequate training because an employee who does not feel like he belongs is not going to perform his best, leaving the company’s productivity and bottom line lower than expected by bringing the new employee to the organization.