A big smile, a handshake, and a “welcome to”. That’s what you’re probably used to give a new employee. Good onboarding for the benefit of you as a company and the new employee is however so much more than that.
A proper introduction to the work tasks is an important part of the onboarding. For with that the new employee will quickly feel safe to test his or her skills in practice. However that is not what this blog post will be about, but more all that around the daily work tasks – such as the specific set of rules that the company follows.
And now to why compliance is also important in the onboarding.
Compliance in the Onboarding
In most companies, there are both written and unwritten rules that have to be followed. The unwritten rules could be e.g. a special dress code in regard to meetings with customers or just in the day-to-day work at the office. And that is of course only if it is not already written in the employee handbook. Another unwritten rule could be what is expected when you communicate internally as well as externally, or how the company’s meeting culture is.
The written rules, on the contrary, could be a specific legislation that the new employee has to follow in his or her new position. Is the new employee going to e.g. handle personal data? Then it is a good idea to train him or her in the General Data Protection Regulation (GDPR), so it relates to the new employee’s workday.
How to Integrate Compliance in Onboarding
There are several possibilities when you will integrate compliance training in your onboarding process. You can arrange a verbal presentation for the new employee, in which you with or without a presentation in the back tell about the different do’s and don’ts. Remember to plot it in the schedule that the employee has received over his or her first days at the workplace.
Alternatively, you can make the compliance training available for the employee as learning module in your Learning Management System (LMS). Her you can upload both your employee handbook, perhaps make your own quizzes about the material for the employee, or have learning specialists to design interactive learnings modules based on gamification or Virtual Reality. In that way, you can make (at times tedious) compliance training more fun, together with the employee remembers what she or he has learned to a higher degree.
Rules that Concern You Who Are Responsible
“If you already have an existing onboarding process, then remember also yourself as responsible or as leader the rules YOU have to follow, when you have to onboard a new employee,” tells Kristina Jeremic, HR Consultant and Office Manager at Learningbank.
“Another example on a rule could be that you remember to give the new employee a NDA (ed. Non Disclosure Agreement) BEFORE you assign the new employee to your onboarding process, in case the process contain confidential material about your company. In addition, it is e.g. a rule at us in Learninbank that the employee gets a HR Check-in- conversation at the end of the first month and in the end of the second month.”
” The HR Chek-in conversation helps to ensure that the employee thrives in his or her new work and that the conditions are in accordance with the agreed. If that’s not the case, then there is a good opportunity to correct it in time. At the conversations, you also address development, the collegial relations etc. which all affect motivation and adherence,” tells Kristina Jeremic.