Orientación de los empleados
La orientación de los empleados es un proceso de introducción en el que los nuevos empleados se familiarizan con la cultura, sus funciones en la organización, los procesos, las responsabilidades y los antecedentes de la organización.
La orientación de los empleados también se conoce como onboarding, que implica ciertos procesos como la presentación con los compañeros de trabajo, sesiones de formación y tutoría, e iluminación con información importante. Esto ayuda a los nuevos empleados a sentirse cómodos, informados y preparados para las funciones y responsabilidades que les esperan.
¿Qué es la orientación de los empleados?
Employee orientation, also referred to as Onboarding, which is a formal introduction between the new employee and the organization, tends to be conducted in the initial days or weeks of joining.
This process helps the new employee to get familiar with the new workplace, which basically includes providing information, resources, and assistance to the new employee to feel comfortable in the new working space and work to their full potential.
What is the purpose of an employee orientation program?
El principal objetivo de un programa de orientación de empleados es que los recién contratados se familiaricen con la información y los objetivos necesarios, lo que contribuye a una transición fluida en las funciones y responsabilidades y a ser un activo para la organización.
También permite a los nuevos empleados conectar con sus compañeros, supervisores y otros miembros, lo que les ayuda a sentirse comprometidos, valorados y motivados hacia el puesto.
¿Por qué es importante la orientación de los empleados?
La orientación de los empleados se considera importante por varias razones:
- Easy onboarding: This helps a smooth transition in their roles and responsibilities and assimilate with their surroundings to work effectively.
- Clear expectations: It helps to ensure the basic job positioning and performance expectations so that they can align with the code of conduct and efforts.
- Information transfer: Orientation allows the organization to pass the information to the new hires, which includes mission, vision, and culture, so that they can contribute to their full potential.
- Engagement and motivation: A well-established orientation allows the creation of a positive impression and makes new hires feel engaged, which keeps them motivated to work towards the goal.
- Connecting with employees: Employee orientation allows new employees to build relationships, such as connecting with co-workers, managers, and other members. This allows employees to have a sense of belonging.
- Productive performance: Well-organized orientation fosters new employees to gain knowledge and skills related to their job roles and perform accordingly; this allows employees to understand tasks and tools through various training and mentoring programs.
- Job retention: Onboarding contributes to employee satisfaction, making them feel welcomed and supported. This positive experience fosters them to commit to long-term relationships with the organization.
¿Qué incluye la orientación de los empleados?
La orientación de los empleados suele incluir:
- Visión general de la empresa (historia, misión, valores)
- Funciones y responsabilidades
- Políticas y procedimientos en el lugar de trabajo
- Presentación a los colegas y al personal clave
- Oportunidades de formación y desarrollo
- Información sobre ventajas y beneficios
- Protocolos de seguridad
- Organizational culture and expectations
¿Qué 5 elementos incluirá en el programa de orientación?
Los cinco elementos que deben incluirse en todo programa de orientación son:
- Company overview: Providing information about the organization's history, mission, values, goals, and structure.
- Job role and responsibilities: Clearly define the new employee's job duties, expectations, performance metrics, and reporting structure.
- Policies and procedures: Explaining company policies, such as attendance, code of conduct, safety regulations, IT security, and any other relevant guidelines.
- Introduction to colleagues: Facilitating introductions to coworkers, supervisors, and key personnel to foster networking and collaboration.
- Training and development: Offering training sessions or resources to help the new employee develop the necessary skills and knowledge for their role and career growth within the organization.
¿Cuáles son los componentes de una orientación eficaz de los empleados?
Los componentes de una orientación eficaz de los empleados son:
- Welcome and introduction: A warm welcome from senior leadership sets a positive tone. An overview of the company's history, mission, and values helps new hires understand its purpose and ethos.
- Administrative essentials: This includes completing the necessary paperwork, understanding HR policies, benefits enrollment, and logistical details like office hours, dress code, and security protocols.
- Job role and expectations: Detailed explanation of the new employee's role, goals, performance metrics, and how it aligns with the broader organizational objectives.
- Training and Development: Providing initial training on systems, tools, processes, and any specific skills required for the job ensures that employees feel equipped to perform their duties effectively.
- Introduction to team and resources: Facilitating introductions to colleagues, mentors, and key stakeholders fosters a sense of belonging. Additionally, familiarizing employees with available resources, such as employee assistance programs and support networks, promotes well-being.
- Feedback mechanism: Setting up a feedback mechanism allows new hires to express concerns, ask questions, and provide input on their onboarding experience, facilitating continuous improvement.
- Apoyo continuo y controles: El seguimiento y las comprobaciones periódicas durante los primeros meses ayudan a los nuevos empleados a aclimatarse, afrontar los retos y mantener el rumbo hacia sus objetivos.
¿Cuál es la diferencia entre la orientación de los empleados y la incorporación?
He aquí un desglose de las principales diferencias:
Employee orientation:
- Focus: A brief introduction to the company, its culture, and basic workplace procedures.
- Duration: Typically takes place over a day or a few days.
- Content: Orientation often covers essential information like company policies, benefits overview, IT setup, tours of the workspace, and introductions to key colleagues.
Employee onboarding:
- Focus: A comprehensive program designed to help new hires adjust to their role, understand the company culture, and become productive members of the team.
- Duration: Onboarding can last for weeks, months, or even a year, depending on the complexity of the role and the organization's approach.
- Content: Onboarding delves deeper into job-specific training, mentorship opportunities, performance goal setting, team integration activities, and ongoing support throughout the new hire's initial adjustment period.
Encuestas sobre el pulso de los empleados:
Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Reuniones individuales:
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
eNPS:
eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.
En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:
- Promotores
Empleados que han respondido positivamente o están de acuerdo. - Detractores
Empleados que han reaccionado negativamente o no están de acuerdo. - Pasivos
Empleados que se han mantenido neutrales con sus respuestas.
What are some employee orientation best practices?
Un programa de orientación bien estructurado marca la pauta para una experiencia positiva del empleado. He aquí algunas de las mejores prácticas a seguir:
- Pre-boarding communication: Start the welcoming process even before the first day. Send a welcome email with essential details, answer any questions, and express your excitement about the new hire joining the team.
- Warm welcome & introductions: Ensure a warm welcome on the first day. Introduce the new hire to key colleagues, including their direct supervisor, team members, and HR representatives.
- Clear & organized agenda: Provide a clear agenda for the orientation program, outlining the topics covered and the schedule for the day(s).
- Company overview: Present an engaging overview of the company's history, mission, values, and culture. This helps the new hire understand the organization's bigger picture and their role within it.
- Benefits & policies: Thoroughly explain employee benefits, compensation structure, and important company policies, such as vacation time, sick leave, and code of conduct.
- Logistics & resources: Equip the new hire with the necessary tools and resources to succeed, such as setting up their workspace, IT access, and login credentials for company software.
- Interactive activities: Incorporate interactive activities, like team-building exercises or icebreakers, to make the orientation more engaging and help the new hire feel comfortable interacting with colleagues.
- Feedback & Q&A: Encourage the new hire to ask questions throughout the orientation and provide opportunities for feedback to ensure they feel heard and have a clear understanding of the information presented.
¿Cómo orientar a los nuevos empleados?
El formato del programa de orientación para empleados puede variar. Los elementos básicos son los siguientes:
- Introduction and initiatory greetings: The meetings are conducted by the human resources department, which introduces and makes the first formal greetings to the manager and the members and co-workers.
- Overview of the company: Now, employees are provided with insights into the company’s mission, basic values, and goals to be achieved, and their role will help in overall success.
- Policies and protocols: The policies and protocols are informed, which involves leaving policies, code of conduct, and confidentiality of the data.
- Job-focused training: New employees are trained according to their specific job roles, which helps them to upskill and get familiar with the tools and techniques being used in the organization; this training includes technical training and skill development programs.
- Benefits and perks: Employees are familiarized with the certain benefits and perks they would be provided throughout, such as healthcare plans, loans, and other perks.
- Workplace safety: All the knowledge related to workspace safety and any specific health and safety guidelines are provided in the session.
- Team introduction: Introduced to their team members and department co-workers, also get familiarized with the mode of communication and interaction sessions.
- Essential support: Employees are provided with the resources like organizational sheets, manuals and policies, and tools.
- Follow-up: During the orientation, new hires are provided with ongoing support and certain follow-up meets to cross-check with them, as this helps them to feel supported and get integrated into the company.
¿Cómo crear un programa de orientación de empleados?
Para crear un programa eficaz de orientación de empleados, siga estos pasos:
- Assess needs: Identify the key information, skills, and resources new employees need to succeed in their roles.
- Plan content: Develop a structured agenda covering company overview, job roles, policies, procedures, training, and introductions.
- Gather resources: Compile relevant materials, documents, and training resources to support the orientation process.
- Design delivery methods: Determine how the orientation will be delivered, whether through in-person sessions, online modules, or a combination of both.
- Schedule sessions: Coordinate dates and times for orientation sessions, ensuring they align with new hires' start dates.
- Assign responsibilities: Delegate tasks to HR staff, managers, and mentors involved in conducting the orientation.
- Gather feedback: Solicit feedback from both new hires and facilitators to continuously improve the orientation program.
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