When new hiring is made in the company, there is a set of procedures to be completed. The complexity of employee enrollment changes with the work profile, experience, and expertise of the hew hire. This, in turn, complicates the work of HR professionals as they have to handle multiple profiles simultaneously. This becomes problematic at times and results in improper staff inductions. We can address this situation with the help of HR Software as it automates the entire enrollment process. The employer needs particular proofs, forms, experience, and their job profiles to be included in the induction process parameters to make it more meaningful for the new joiners and fruitful to the company. Interweaving the company's business interests with the employee enrollment can be achieved with the help of the automation-based modules of an HR Software package. We will have a look at the capabilities of dedicated modules for enrolling new talent in the organization in a smooth and reliable manner. Have a glimpse into the article to see how it works in a business environment.
Talent Acquisition Processing:
The new vacancies in the company are entered in the system which generates this request as per the organizational structure. The HR has to input the requirements apart from the system-generated ones to prepare a job description for the profile. Once the job description and vacancy declaration are made, it is posted to the company website, online job portals, and submitted to the local employment exchange as per the configurations made by the administrator. The applications made by the aspirants are compiled by the system to generate the database for each vacancy. The resume praising will short-list the relevant applicants by verifying the resume data with the requirement of the company. The relevant job applications are thus separated, and the dis-qualified applicants are notified on mail. Next would be the interview scheduling of the applicants of all the profiles in such a manner that the interviewing dates do not clash. On the other hand, the mail communication is entirely done by the cloud hr software. The closing of vacancy is concluded by closing the openings at the places where the job was posted.
Self-Onboarding Module for Smarter Inductions:
Once the vacancy is closed, the initiation of the concerned new joiner is started as per the position designated. They are provided with the credentials to the Self-Onboarding Module, where they have to submit the proofing required by the employer. They can also fill the forms and submit declarations regarding work experience, profile, and educational background while attaching the relevant certificates. HR provides them with the company literature in the form of presentations, documents, and video documentaries. Therefore, the complete on-boarding process is made simple and friendly for people, while the cost of induction is reduced. There is no need for the HR executive to attend these new joiners personally. All of them receive the induction as per their expectations are taken care of, and unnecessary documents are not passed on to the unintentionally.
Asset allocation and Joining Documentation:
The staff members have to be allocated with particular assets of the company, such as a joining document, appointment letter, and a kit. The assets can also include laptops and credentials to the special tools, keys of the company vaults and premises. All of these transactions are to be thoroughly documented to ensure the security of the process. Therefore, the Asset Management System will make them entirely digital, which also includes the acknowledgment of the concerned staff member. The asset transfer is also managed with the help of it. Upon the employee exit, this data helps in tracing the asset allocated with the same database. It also provides the letter of appointment to the new joiner. Overall, it makes staff induction a pretty effortless process.
When we consider the fact that the employee life cycles are depleting at a steep rate, the use of dedicated HR tools for employee enrollment will improve the quality of the process. The businesses will have to implement such solutions because of the cost-effectiveness achieved by the use of them. In the absence of these solutions, the struggle of inducting new joiners will soak in far more time and efforts than the productive output they deliver for the company.
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