Developing an onboarding process with BPM is straightforward and rapid,
and the result is flexible enough to change easily as your company’s organizations change. Use BPM-based processes to keep your HR organization efficient and effective.
1. Your managers are waiting… and waiting… and waiting… for that new hire to get here
What’s happening? Who’s doing what?
Building automatic communication into the new hire process keeps everyone – hiring manager, human resources, the IT team, the new employee…fully informed about unexpected delays, changes in start dates, missing information that’s needed for the process to proceed.
2. The new hire arrives… but there’s only an empty desk to greet her
Why aren’t we all ready?
Checklists are useful for listing what needs to be done, but they are only as good as the communication process that ties them together. Your on‐boarding process should be designed so that all parties involved (the hiring manager; the direct supervisor, the IT group in charge of setting up network access, the admin assistant in charge of ordering cell phones, the employee associa‐ tion, and so on) know what this specific person needs and by when, AND so that those same parties can notify YOU if there is a problem (for example, if there’s an IT equipment order backlog).
3. There is not one “new employee checklist”.
There are many overlapping checklists Who is responsible for what?
When there are multiple departments involved in onboarding, who is responsible for what? Use a BPM process to create and maintain a single integrated list that can be updated by anyone in the process as needed.
Read more in our 7 signs document