Kimley-Horn's On-Board Process Analysis

drafting correspondence to candidates to confirm interview arrangements, confirming the outcome of interviews (regrets & offer letter), contract of employment;

Provide an induction book: The organization provides all new staff with an induction book which provides information on the organisation, useful contact numbers, mandatory training requirements and additional training courses that can be accessed.

I am not currently in field so I will discuss my orientation process of my current job. When I begin my employment with the court system a year and half ago I was not given in formal manual on the duties of my job but there was a six-week hand on boarding process. These processes include me shadowing my colleague to learn her process to prepare and conduct court. This extensive onboarding process definitely made me feel prepared to do my job. This onboarding process also help to reassure that while I may have not known the specific policies regarding the courts, I did however have an extensive body of knowledge accumulate through work experiences about substance abuse and dual diagnosed clients.

For the time being, Carl needs to have an example of a pre packet made up of what he expects and what should be in the packet. There should be a set standard that should be set and kept. Meanwhile, Mr. Carl Robins needs to go through all the packets that he has on file to make sure that all applicants have the proper documentation and information filled out completely. If the applications are not filled out properly Carl Robins will then need to contact the recruits beforehand to let them know that they have not filled out the application completely, and need to come back down to the station to fill the application out properly. Again, Carl would have a set pile of all the completed packets aside from, the incomplete packets sorting out and counting aside from, how many complete packets he actually have; to determine the true count of recruits he actually have for hire. Generally speaking, since Carl reinter viewed all the incomplete applicants he determined that he was still good with the allotted number he had for the right recruits for the orientation. On the other hand, Carl still had other issues he needs to deal with. Carl’s team still needs to schedule a physical and drug testing for the new recruits. In this situation Carl has to make several phone calls to various drug testing companies. As a consultant I would advise ABC Inc. to set up a legal

•What onboarding techniques would you use to make for a smooth transition to the new position?

New employees come from many different walks of life and various levels of work histories. They are coming into a new environment, meeting new people, and are not sure how they will be accepted. Employers can ease the transition and take advantage of the opportunity to get the relationship off to a good start (Truesdell, 1998).

HR will inform them of the proper forms they will need to complete and the information they will need to have with them on day one

I have been asked to prepare a briefing note for a new employee who will be joining the company soon as a line manager. Below is information which will give this new starter a more in depth look of the organisation, what we do and how we operate.

Each new hire will be provided a hard and/or an electronic copy of the company policies and procedures.

Clear job descriptions and hierarchies will be developed so that every employee is sure of their role in the organization and who their manager is. The revised job descriptions along with “mental, physical, and technical” qualifications will be used to determine employee suitability for the new positions within the organization as well as possibly eliminating positions (Liebler & McConnell, 2008). Using these criteria for placement of employees in positions within the new organization will “foster a positive climate of compliance with nondiscriminatory practices” (Liebler & McConnell, 2008, p.204).

Prior to employment, please have your chosen candidate review and sign the attached job description. Then, submit the signed copy to your designated recruiter prior to orientation. If you should have any questions, feel free to contact your designated recruiter.

Things that should be included in the employer’s orientation are the employee’s checklist with every single form and policy.

Currently, I provide assistance with the oversight and coordination of the Business Programs Division’s recruitment efforts for the Resources and Training Section. These tasks include: scheduling interviews, updating the recruitment interview activity logs, schedule logs and the Exam and Online Certification System (ECOS). My attention to detail and accuracy is critical for these new tasks to ensure that the Resources and Training Section is maintaining accurate tracking information for all interaction with candidates. Other tasks include distributing the Business Programs Division’s Lab report from the Human Resources Division, creating general work labels for each unit and distributing name plates for staff and students within the Business Programs

I recognize the next step is orientation and getting hands on with the work environment. I have filled out all required documents/personal information online, so whenever available I am glad cannot wait to move forward and get started.

Candidate Evaluation: The first step for hiring process is to evaluate the resumes that have been submitted. Second, face to