Onboarding: 3 bekymringer, der plager danske HR-folk

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Nyheder

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På baggrund af en rundspørge blandt HR-ledere og HR-medarbejdere, opridser vi de tre største bekymringer i forbindelse med onboarding, som plager landets HR-afdelinger lige nu.

Onboardingprocesserne er en af de førende kilder til grå hår hos danske HR-professionelle. Onboarding er afgørende for medarbejdernes indtryk af organisationen, for at lægge grundlaget for det gode samarbejde og for nyansatte medarbejderes integration i organisationen og evne til at varetage arbejdsopgaverne. Netop derfor er processerne så udfordrende.

Læs mere > HR i den digitale førertrøje

På baggrund af en rundspørge, som 2ndC for nyligt har gennemført blandt HR-ledere og HR-medarbejdere i danske virksomheder, har vi i dette blogindlæg samlet de tre største onboardingbekymringer, der plager danske HR-folk:

Bekymring 1: Er det den rigtige medarbejder, jeg har ansat?

Alle HR-professionelle ved det: Det er enormt vigtigt at ansætte den rigtige medarbejder. Derfor er det måske også en af de absolut sværeste HR-opgaver. I rundspørgen indtager den også førstepladsen blandt de mest udbredte bekymringer.

De medarbejdere, som organisationen ansætter, er hovedkilden til forretningens succes og vækst i fremtiden. Derfor er det en vigtig disciplin. Hvorvidt ansættelsen er det rigtige match, afsløres dog først rigtig i forbindelse med onboarding. Derfor skal oplæringen, introduktionen til arbejdsopgaverne og organisationskulturen prioriteres og struktureres. Det er det eneste, der kan give et svar på, om matchet mellem personlighed, faglighed og det nye team er det rigtige.

Bekymring 2: At få indkørt medarbejderen og overleveret arbejdsopgaverne

Med andre ord: Understøttelse af den gode onboarding. God modtagelse af nye medarbejdere, gensidig forventningsafstemning samt formidling af intern kultur og overlevering af arbejdsopgaver, var meget hyppigt nævnte bekymringer i forbindelse med rundspørgen.

Nyansættelser skal bruge lang tid på at opnå det samme produktivitetsniveau som resten af organisationens ansatte. Faktisk kan det tage mellem otte og 12 måneder, før nye medarbejdere indhenter niveauet.

Læs mere > Sådan gør du din nye medarbejder til en succes fra første arbejdsdag

Den eneste metode til at forkorte perioden er at investere i ordentlig onboarding, så man sikrer, at medarbejderen får en grundig introduktion til organisationskulturen og måden at gøre tingene på.

Bekymring 3: Fastholdelse af nye medarbejdere

Det er dyrt at ansætte nye medarbejdere. Det er endnu dyrere at ansætte nye medarbejdere, der næsten øjeblikkeligt forvandler sig til forhenværende medarbejdere. Faktisk mister organisationer 25 procent af alle nyansættelser i løbet af det første ansættelsesår, og hele 20 procent af personaleomsætningen forekommer i løbet af de første 45 dage i stillingen.

Vores rundspørge bekræftede, at det er en udbredt frygt at skulle sige tidligt farvel, når det rigtige talent er kommet med ombord.

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”Når vi ansætter nye mennesker, er jeg mest bange for, at de hurtigt forsvinder igen. Det er enormt ressourcekrævende og vores investering i rekruttering, onboarding og oplæring går til spilde. Vi er en vidensvirksomhed og lever af vores medarbejdere. Hvis vores kunder konstant får nye kontaktpersoner, bliver risikoen for, at de smutter over til vores konkurrenter større,”

HR-konsulent i et revisionsfirma

Den rigtige onboarding er afgørende for at skabe en vedholdende relation mellem organisationen og den nye medarbejder. Hvis onboardingoplevelsen ikke bliver en positiv oplevelse, er der en meget høj risiko for, at medarbejderen hurtigt forlader sin stilling igen.

Er du nysgerrig på danske HR-afdelingers største udfordringer lige nu? Så download vores nye business case nedenfor og lær meget mere:

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HR i den digitale førertrøje

En business case med 7 stærke argumenter for, at HR skal være ansvarlig for digital adgangsstyring

”Det er desværre ikke altid sådan, det foregår, men det er virkelig vigtigt, at folk kan komme i gang med arbejdet fra første dag. Hit the ground and run, så at sige,” – Head of HR i et dansk transportselskab

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HR i den digitale førertrøje

En business case med 7 stærke argumenter for, at HR skal være ansvarlig for digital adgangsstyring