Read 6964 times

The magic in digitising employee on-boarding
Bharath Ramakrishnan | Mumbai | Thursday, 25 August 2016

RSS Feed
Pin It
Rate this item
(15 votes)

Streamlining employee on-boarding with digital technologies not only makes the process more interesting and engaging, it also infuses more trust for the organisation within the new joinees.

It has long been felt that on-boarding employees into organisations is not easy. The priority has mostly been to get employees to understand their job / responsibilities and help them integrate with the team, so that they become productive in the shortest possible time. However, organisations are now realising that the joining experience is critical, so that employees form a positive connect with the organisation.

Employee on-boarding is about helping new employees unambiguously answer the question, “Have I come to the right place?” in the affirmative, right from the time they accept the offer till they are well integrated into their teams.

While the benefits of effective on-boarding are clear, it is an area which has been difficult for HR teams to manage. Traditionally, the effort involved in offer management, employee data management, joining formalities and induction training has been so high, that it was always difficult to seek feedback and implement ways to improve the on-boarding experience.

The figure below covers the broad areas which organisations seek to accomplish as part of on-boarding.

As with other areas of HR, digital technologies have assumed centre stage in ensuring that the on-boarding experience is satisfying for the employee and productive for the organisation. All leading talent management platforms today have rich functionality for on-boarding, which provides good user experience, and also automates tasks which earlier required considerable effort.

The key technologies which have had a lasting impact on on-boarding are:

Cloud platforms
Cloud talent management platforms today offer leading functionality coupled with a good user experience. The entire on-boarding process (post selection to employee induction) is configurable without the need for custom development. Cloud platforms also eliminate the need for costly upgrades with new releases being delivered seamlessly.

Self-service empowers candidates and employees without the need for effort and time in intensive, and at times error-prone, administration by administration teams. The onus of data submission and accuracy can now be fully transferred to the candidates and employees, with provision for approvals and certain edits by administrators.

Process configurations available in leading talent management platforms allow for automation of the on-boarding process (other than compliance and other procedural requirements) reducing effort, time and cost. Additionally, this extends to flow of information to other systems, which in the past required frequent monitoring and intervention.

Social tools
Social tools today enable candidates to converse with managers and HR teams to seek clarifications. Other than that, forums where candidates can obtain information and also share details and experiences with other similar users online have democratised the availability of consistent and accurate information.
A variety of methods today are leveraged for employee induction learning programmes. These typically use eLearning and social systems, coupled with instructor insight where required.

Provision of apps designed for mobile devices allow anytime anywhere access of functionality to candidates and employees through their preferred device. The number of users who prefer to transact with mobile devices continues to grow rapidly.

Most on-boarding platforms powered by digital technologies, include functionality for portals which can host information about the company/sub-units. They offer features that help submit and manage documents, view videos and other content, connect with other users, manage reporting information, induct employees, obtain and act on feedback, along with other relevant features over the entire on-boarding lifecycle.

Clearly, investment in digital technologies for on-boarding provides immense tangible benefits in terms of employee motivation, satisfaction and productivity.

(The author is a lead consultant to the Human Capital Management Centre of Excellence at Tata Consultancy Services. The views expressed in this article are his own. Follow him on twitter @rbharath)

© 2016 HR Katha
Last modified on Monday, 26 December 2016


  • Comment Link Bharath Ramakrishnan Friday, 02 September 2016 posted by Bharath Ramakrishnan

    Thanks for your comment Veena, Asha, Ajay Kumar, Venkatraman, Subhasis

  • Comment Link Veena Thursday, 01 September 2016 posted by Veena

    Very well written with great clarity.... Awesome

  • Comment Link Ajay Kumar Thursday, 01 September 2016 posted by Ajay Kumar

    Very well said Bharat. To make employee productive, it is very important to start on-boarding induction before a person joins. This is win win situation for both company and associates.
    Company would get a well informed associate from day 1.
    Associate would be knowing the organization culture and policies. Information in advance would give him buffer time to adopt according to organization policies. Information about his team, task and goals would add more edge and make an associate productive and operational in short time.

    SuccessFactors Onboarding has this capabilities and I loved it. It is also advisable to get agreement on "do not disclose document", if we are sharing any non-public informations. before joining.

  • Comment Link Venkatraman Thursday, 01 September 2016 posted by Venkatraman

    Excellent piece on digitisation of on-boarding. Well written Bharath

  • Comment Link Subhasis Mishra Thursday, 01 September 2016 posted by Subhasis Mishra

    Extremely well captured and articulated, it's remarkable the way in which technology has empowered HR over the years, especially the last few years has been transforming. The article summaries this journey, very helpful.

  • Comment Link Asha Wednesday, 31 August 2016 posted by Asha

    Nicely written jeeju?

  • Comment Link Bharath Ramakrishnan Friday, 26 August 2016 posted by Bharath Ramakrishnan

    Thanks for your comment Nidhi Sharma.

  • Comment Link Bharath Friday, 26 August 2016 posted by Bharath

    Thanks for your feedback, Deepak Bhat, Chandrima Nag, Murthy. If anything, I believe adopting Digital tools better equips you to spend time with joinees and bring about a personal touch in a deeper and more meaningful manner.

  • Comment Link Nidhi Sharma Friday, 26 August 2016 posted by Nidhi Sharma

    Digitalizing onboarding is truly important concept as employees are mostly on various gazettes using for professional and personal purpose.

    I liked this article, Thanks !

  • Comment Link Chandrima Nag Friday, 26 August 2016 posted by Chandrima Nag

    Having worked in an On boarding role myself , I absolutely feel this has been well summarised and captured in a concise manner . The common notion is that Onboarding solely consists of Induction training , However , Bharath has been able to capture the nuances of the 3 stages in the process. Really wonderful !

Leave a comment

Make sure you enter the (*) required information where indicated. HTML code is not allowed.