【HR术语】什么是入职前培训，为什么它很重要？（What is preboarding and why is it important?）
什么是入职前培训，为什么它很重要？
在我们快速发展的工作环境中，人力资源部门不得不发展一种全新的语言：一种能够准确反映我们日益复杂的角色和工作条件的语言。
在招聘方面，"入职前培训 "就是这一新语言中你应该牢记的词汇之一。在这个员工敬业度决定一切的时代，让自己在竞争中脱颖而出的一个重要方法就是精心策划（并妥善实施）有效的入职前培训计划。
在此，我们不对员工入职进行定义，相信你已经知道什么是入职以及何时入职，无论是亲自入职还是远程入职。
内容：
什么是入职前培训？
入职前培训为何重要？
入职前培训如何让新员工有宾至如归的感觉？
入职前培训应包括哪些内容？
入职前培训的技巧和最佳实践
入职前培训与入职前培训
利用入职前培训提高留任率
什么是入职前培训？
入职前培训是入职前的一个步骤，新员工在入职前要与组织见面并处理一些官僚细节。
入职前流程通常包括一些简单的事项：税表、健康声明、保险文书以及其他任何可以通过电子邮件处理的事项。在新员工入职第一天之前完成这些任务，人力资源部门就可以规划出更有效、更简化的入职体验。
以下是确保新员工经历有效的入职前体验如此重要的原因。
入职前培训为何重要？
俗话说，给人的第一印象不会有第二次机会。
即使你的候选人可能还没有为你工作，你也应该以一种让他们知道他们很重要并且他们做出了正确决定的方式来对待他们。
以下是您应该认真对待入职前培训的一些原因：
培养忠诚度。受到公司善待的人更有可能感受到与工作场所的联系。这有助于培养忠诚度，意味着他们有更多理由留在这里。
确保人才。新员工接受了你的聘用，并不意味着你就完全摆脱困境了。他们可能会利用你的提议来吸引其他地方的人才，或者在其他公司获得更好的工作机会。但是，高质量的入职前流程可能会让他们相信你的提议是最好的。
防止员工流失。员工流失既费钱又费时，总成本约占离职员工基本工资的 33%。入职培训和留住员工密不可分，而入职前培训则是确保防止员工流失的额外步骤。
入职前培训如何让员工有宾至如归的感觉？
尽管您为企业招募到了优秀的候选人，但当今的顶尖人才争夺战仍在激烈进行。这场争夺战并不会在候选人接受贵公司职位的那一刻结束。
您的竞争对手非常了解最优秀的人才。因此，可以肯定的是，招聘人员和竞争对手的组织已经将您的新员工纳入他们的视线，甚至在他们加入您的组织后，还在与他们联系有关职位的事宜。
活跃的劳动力市场上出现了一种新的招聘趋势：员工 "幽灵化"，美联储将其定义为 "美联储将其定义为："员工在没有通知的情况下停止上班，然后就无法联系。
因此，如今您的首要责任之一就是确保您的新员工对您的组织做出长期承诺，而不是上竞争对手的当。
入职前培训应包括哪些内容？
在入职前培训计划中，您必须提供让新员工熟悉组织的信息，这样他们才能在新的工作岗位上抢占先机。
以下是入职前培训应包括的一些内容：
结构化路线图。提供一个结构化的路线图，有助于让新员工明确在未来几天或几周内，他们在贵公司应该做些什么。
常见问题列表。您的新团队成员一定会有一长串问题希望得到解答。准备一份常见问题解答文档，解答常见问题，将有助于新员工了解情况，增强信心。
深入了解公司文化。公司文化在现代员工体验中扮演着重要角色。借此机会分享公司的传统、成就，甚至内部笑话，确保新员工对加入您的团队感到融入和兴奋。
分享公司手册。如果您有公司手册，应与新员工分享，这样他们就能了解公司的所有内幕。
基本的行政工作。新员工加入公司后，需要完成大量的行政工作。其中一些任务可以在入职前阶段完成，这意味着他们第一天的工作不会是纯粹的行政事务。
入职前培训的技巧和最佳实践
由于许多优秀人才在几乎没有提前通知的情况下就选择放弃新工作，因此企业的新员工入职准备期必须快如闪电。
这是因为大多数人不会立即开始新工作。而这种停工期可能会让他们对自己接受组织新职位的决定产生怀疑。
不过，您可以通过一些有效的入职前想法来消除这种焦虑：
向整个组织发送一封电子邮件，介绍新员工，并鼓励新同事做自我介绍。
邀请新员工到工作场所与 C 级团队成员进行非正式交谈。
带领新员工参观公司。
为新员工和直属团队成员安排校外社交活动。
在新员工第一天上班之前，发送一封电子邮件询问他们是否有任何问题或顾虑。提醒他们组织里的每个人都对他们的到来感到非常兴奋！
充分利用新员工入职前的空闲时间，你就能让他们感受到初次加入组织时的兴奋。
而一个积极进取的团队成员更有可能坚持工作一段时间。
入职与入职前培训
入职培训和入职前培训经常被混淆或交替使用。
但实际上，这两个流程在很多关键方面是不同的。以下是界定入职培训和入职前培训的主要因素。
如果您希望改进入职流程，我们的员工入职模板和入职电子邮件模板可以帮助您快速入职。
利用入职前培训提高留任率
如今，员工，尤其是千禧一代，加入和离开组织的速度之快令人咋舌。近 20% 的新员工会在入职前 45 天内辞职。
招聘不仅仅是寻找和录用： 要使招聘过程取得成功，新员工需要坚持下去。但好消息是，正确的入职前培训可以迅速加强新员工与组织的联系，大大降低离职率和自然减员率。
入职前培训是入职培训的好帮手，因此可以肯定的是，有了强有力的入职前培训，就会有强有力的入职培训--我们知道，强有力的入职培训会带来快乐的员工。
投资入职前培训应该是让新员工参与并与组织保持联系的重中之重。
以下为文章原文：
What is preboarding and why is it important?
In our rapidly evolving workplace, HR has been forced to develop a whole new language: one that accurately reflects all of our increasingly complicated roles and work conditions.
When it comes to hiring, one of the words in this new vocabulary that you should be keeping top of mind is “preboarding.” In an era when employee engagement is everything, a crucial way to set yourself apart from the competition is a well-planned (and well-implemented) effective preboarding program.
We won’t define employee onboarding here—we’re sure you know what it is and when it happens, whether that’s in person or via remote onboarding.
Contents:
What is preboarding?
Why is preboarding important?
How does preboarding make hires feel at home?
What should be included in preboarding?
Tips and best practices for preboarding
Onboarding vs preboarding
Use preboarding to increase retention
What is preboarding?
Preboarding is the step before onboarding, when new hires get to meet the organization and take care of some bureaucratic details before their first day.
The preboarding process usually covers simple things: tax forms, health declarations, insurance paperwork, and anything else that can be handled over email. Knocking out these tasks before day one allows HR to plan a more effective and streamlined onboarding experience.
Here’s why making sure your new hires go through an effective preboarding experience is so important.
Why is preboarding important?
As the saying goes, you never get a second chance to make a first impression.
Even though your candidate may not even be working for you yet, you should still treat them in a way that lets them know that they matter and that they’ve made the right decision.
Here are some reasons why you should take preboarding seriously:
It fosters loyalty. People who are treated well by their company will be more likely to feel a connection with their place of work. This can help to foster loyalty—meaning they’ll have more reason to stick around.
It secures talent. When a new hire has accepted your offer, it doesn’t mean that you’re completely out of the woods. They may be using your offer to gather interest elsewhere or secure a better offer at another company. But a quality preboarding process may convince them that your offer is best.
It prevents turnover. Employee turnover is costly and time-consuming, with costs totaling approximately 33% of the exiting employee’s base pay. Onboarding and employee retention are inextricably linked, and preboarding is that extra step toward making sure you can combat attrition.
How does preboarding make hires feel at home?
Even though you recruited a great candidate for your organization, there’s a fierce and ongoing battle today for top talent. That battle doesn’t end the second a candidate accepts a role in your organization.
Your competitors are well aware of the most talented people out there. That’s why it’s a safe bet that recruiters and rival organizations have your new hires on their radars and are reaching out to them about positions even after they’ve joined your organization.
The active labor market has seen a new trend in hiring: employee ghosting, which The Federal Reserve has defined as: “a situation where a worker stops coming to work without notice and then is impossible to contact.”
As such, one of your primary responsibilities today is to make sure your new hires make a long-term commitment to your organization, and not take the bait from one of your competitors.
What should be included in preboarding?
In your preboarding program, it’s vital that you include information that familiarizes your new hire with your organization so that they can get a head start on their new job.
Here are some things that your preboarding should include:
A structured roadmap. Providing a structured roadmap will help give your new hire clarity on what they should expect in the upcoming days and weeks with your company.
A list of FAQs. Your new team member is bound to have a long list of questions that they’d like answered. Preparing an FAQ document addressing common questions will help your new hire feel informed and confident.
Insights into your company culture. Company culture plays a large role in the modern employee experience. Take this opportunity to share company traditions, achievements, and even inside jokes to make sure your new member feels included and excited about joining your team.
Share your company handbook. If you’ve got a company handbook, this should be shared with your new hire so they can be in the know about all of the ins and outs of your company.
Basic admin tasks. When a new hire joins the company, there is a fair amount of admin to get done. Some of these tasks can be ticked off in the preboarding stage—meaning their first day won’t be purely administrative.
Tips and best practices for preboarding
With so many talented people opting out of new jobs with little or no notice, your organization’s new hire ramp-up period needs to be lightning-fast.
This is because most people don’t start a new job right away. And this downtime can cause them to second-guess their decision to accept a new role in your organization.
However, you can eliminate a lot of this anxiety with some effective preboarding ideas:
Send an email to the entire organization introducing a new hire and encouraging new colleagues to introduce themselves in return.
Invite a new hire to pop by the workplace for informal chats with C-level team members.
Give your new hire a grand tour of the organization.
Set up social events off campus between a new hire and immediate team members.
Before a new hire’s big first day, send an email asking if they have any questions or concerns. Remind them how excited everyone at your organization is about their arrival!
By making the most of the downtime before a new hire’s first day you’ll be able to build on the excitement they felt when they first signed up to join your organization.
And a motivated team member is much more likely to stick around for a while.
Onboarding vs preboarding
Onboarding and preboarding can often be mixed up or used interchangeably.
But in reality, these two processes differ from one another in a number of key ways. Here are the main factors that define both onboarding and preboarding.
If you’re looking to improve your onboarding process, our employee onboarding templates and onboarding email templates can help you get a head start.
Use preboarding to increase retention
Employees today, especially millennials, are joining and leaving organizations at a rate that’ll make your head spin. Close to 20% of new hires will quit their jobs within the first 45 days.
Hiring is about more than finding and hiring: To be a successful process, new joiners need to stick around. But the good news is that preboarding done right can quickly strengthen your new hires’ connection to your organization, greatly reducing turnover and attrition rates.
Preboarding is onboarding’s sidekick, so it’s safe to assume that with strong preboarding comes strong onboarding—and we know that strong onboarding leads to happy employees.
Investing in your preboarding should be a top priority for keeping your new hires engaged and connected to your organization.
提高留任率
2024年05月13日
提高留任率
【HR术语】什么是通知期？（What is a notice period?）
什么是通知期？
通知期是指从通知某人离职或解雇到其最后一天上班之间的时间。通知期适用于雇员和雇主。打算辞职的人应提前通知雇主，而雇主则应在终止雇佣关系前通知团队成员。
在美国，雇佣关系默认为任意雇佣关系： 雇主和雇员可以以任何理由终止雇佣关系。由于 "随意 "制度会让人感觉不安全，因此大多数公司都使用雇佣合同来规定条款和条件。
英国法律还要求雇员和雇主在离职或解雇时通知对方--通知期的长短取决于雇佣期的长短。不过，要确定通知期的正确程序，雇佣合同仍然必不可少。
通知期有哪些不同类型？
通知期有几种类型，因为它们根据雇用情况而有所不同：
法定通知期。个人或组织在辞职或解雇前需要提前通知的法定最短期限。
合同通知期。雇佣合同中规定的通知期，可以超过法定要求（如果有的话）。
试用期。试用期内的人员往往会收到较短的通知期，或根本没有通知期。
代通知金。组织可能不希望或不需要某人在通知期满后继续工作，允许其立即离职，并支付其在此期间的同等工资。
花园假。支付员工正常工资，让其在通知期内不上班，暂时保留员工身份，使其无法在其他地方工作。
雇佣通知期有多长？
法定通知期是法定的最短通知期，但各国或各州的规定有所不同。
有些国家，如丹麦或英国，根据雇用时间的长短要求更长的通知期，并可能规定具体的通知时间。
通知期也因雇佣合同以及前团队成员是否有严重不当行为或是否在试用期而不同。
通常情况下，通知期从至少两周到数月不等，但对于高级和专业职位，通知期可能会更长，以确保平稳过渡。
确定通知期的注意事项
在确定合适的通知期时，重要的是要考虑替换一名团队成员需要多长时间。尤其是高级职位，招聘过程可能需要更长的时间。
此外，还应该考虑到离职人员在发出通知时可能参与的任何项目。通知期太短可能会让其他团队成员措手不及，从而影响工作表现和工作效率。
新员工也可能需要一段时间来熟悉自己的角色。为即将离职的专业人员和新员工之间的顺利交接留出时间，可以减少影响工作效率的时间。
合适的通知期可以平衡前团队成员的需求和公司的需求，确保成功交接，使每个人都能保持良好的关系。
人力资源部门为什么要关注通知期？
制定通知期政策有助于：
持续的生产力
高昂的士气
健康的员工与雇主关系
良好的工作场所声誉
简而言之，通知期是一种公共礼仪： 它能让人力资源人员寻找合适的人选来填补空缺，也能让即将离职的团队成员在精神上和情感上为职业生涯的下一阶段做好准备。
人力资源领导者如何才能落实通知期制度？
人力资源领导者可以通过以下策略培养一种有效利用通知期的文化：
提供雇佣合同。雇佣合同应以简单的语言解释通知期政策，并明确概述雇员和雇主的义务。
提出激励措施。公司可以考虑提供遣散费或酌情奖金，以激励团队成员提前通知雇主。在推出任何激励措施之前，请务必让人力资源和法律专业人士对计划进行审查，以确保符合当地政府的遣散费法律规定。
利用绩效考核。在绩效考核中记录不令人满意的职业行为，可以让管理者跟踪负面行为模式。在问题升级之前加以解决，可以让员工改善自己的行为，将突然辞职或解雇的可能性降至最低。
磨练管理人员的沟通技巧。为管理人员配备解决问题的工具，有助于他们解决问题并确定问题的根源。找出对工作场所不满的原因，可以帮助团队成员判断自己是否真的想离职，从而减少人员流失，提高留任率。
在通知期内展示善意。人力资源领导者可以在准备通知时采取移情方法。在通知专业人员解雇时表现出礼仪，可以使雇主和员工之间的离职过程更加友好。
什么是求职申请中的通知期？
在求职申请中，通知期指的是你需要为当前雇主工作多长时间，才能与公司断绝关系，到其他组织担任新职务。
了解自己的可用时间或通知期，就有时间结束正在进行的项目、移交职责，并尽量减少对当前工作场所的干扰。这也为雇主提供了找到合适替代者的机会。
实施通知期如何改善公司文化？
通知期为终止程序设定了时间表，使双方都能更顺利地过渡到下一阶段。遵守通知期规则体现了对另一方的相互尊重，这是健康雇佣关系的重要组成部分，也是繁荣公司文化的必要条件。
以下为文章原文：
What is a notice period?
A notice period is the amount of time between notification of a person’s departure or dismissal and their last day at work. The notice period applies to employees and employers. Someone who intends to resign should inform their employer in advance, and an employer should notify a team member before terminating employment.
In the United States, employment relationships are at-will by default: Employers and employees can end the relationship for any legitimate reason. Because the at-will system can feel insecure, most companies use employment contracts that define the terms and conditions.
British law also requires employees and employers to notify the opposite party of departure or dismissal—the length of the notice period depends on the duration of the employment period. However, an employment contract is still essential to determine the correct procedure for the notice period.
What are the different types of notice periods?
There are a few types of notice periods since they differ based on employment circumstances:
Statutory. The legal minimum amount of notice that a person or organization needs to give before resignation or dismissal.
Contractual. A notice period that’s specified in an employment contract and can exceed statutory requirements, if any.
Probationary. A person on probation tends to receive a shorter notice period, or none at all.
Payment in lieu of notice. An organization may not want or need a person to work through their notice, allowing them to leave immediately and paying them the equivalent salary for the period.
Garden leave. Paying a person their regular salary to stay away from work for their notice period, temporarily keeping them as an employee so they’re unable to work elsewhere.
How long is a notice period in employment?
While a statutory notice period is the legal minimum amount of notice, this differs by country or state.
Some countries, like Denmark or the United Kingdom, require longer notice periods depending on the length of employment and may specify the exact amount of notice.
A notice period also differs depending on the employment contract and on whether the former team member has committed gross misconduct or is on probation.
Typically, notice periods range from at least two weeks to several months, but these can be longer for senior and specialized roles to ensure a smooth transition.
Considerations for determining a notice period
When it comes to determining the right notice period, it’s important to consider how long it will take to replace a team member. This is especially the case for more senior roles where the recruitment process can take longer.
It’s also worth accounting for any projects that the departing person may be involved in when they give their notice. Too short a notice period can leave other team members in the lurch, hindering performance and productivity.
It may also take a while for a new hire to become familiar with their role. Allowing time for a smooth handover between the departing professional and new hire can reduce time to productivity.
The right notice period balances the needs of the former team member with the needs of the company, ensuring a successful transition that keeps everyone involved on good terms.
Why should HR care about notice periods?
Establishing a notice period policy can contribute to:
Continuous productivity
High morale
Healthy employee-employer relationships
Positive workplace reputation
In short, the notice period is common decency: It enables HR personnel to search for an appropriate candidate to fill the vacancy and departing team members to prepare mentally and emotionally for the next stage of their career.
What can HR leaders do to implement the notice period system?
HR leaders can nurture a culture that effectively uses notice periods through these tactics:
Provide an employment contract. The employment contract should explain the notice period policy in simple language and clearly outline the obligations of the employee and employer.
Present incentives. Companies can consider providing severance pay or a discretionary bonus to motivate team members to notify their employer in advance. Before launching any incentive, be sure to have HR and legal professionals review the plan to guarantee compliance with local government severance pay laws.
Leverage performance reviews. Documenting unsatisfactory professional conduct in performance reviews enables managers to track negative behavioral patterns. Addressing a problem before it escalates allows people to improve their behavior and minimize the chances of a sudden resignation or dismissal.
Hone managers’ communication skills. Equipping managers with problem-solving tools helps them address issues and determine the root of the problem. Identifying reasons for dissatisfaction in the workplace can help team members decide if they genuinely want to leave their job—reducing attrition and boosting retention.
Demonstrate goodwill during the notice period. HR leaders can take an empathic approach when preparing to give notice. Demonstrating etiquette when notifying a professional of dismissal can lead to a kinder disengagement process between employer and employee.
What is a notice period on a job application?
On a job application, a notice period refers to how much time you’ll need to work for your current employer before you’re able to sever ties with the company and move on to your new role at another organization.
Knowing what your availability or notice period is gives time for wrapping up ongoing projects, handing over responsibilities, and minimizing any disruption to the current workplace. It also gives employers the chance to find a suitable replacement.
How can implementing a notice period improve company culture?
The notice period establishes a timeline for the termination process, enabling each side a smoother transition to the next stage. Adhering to the notice period rules reflects mutual respect towards the opposite party, an essential part of a healthy employment relationship and a necessity for a flourishing company culture.
提高留任率
提高留任率
提高留任率
扫一扫 加微信
hrtechchina
