Support material for managers
Onboarding process step by step
Preparation
Set up a process which ensures that the reception of new employees and their training is carried out in an organized manner. Inform colleagues about the arrival of the new employee before he arrives, introduce his role in the workplace and urge employees to welcome him warmly. In the case of foreign employees, translation of various documents related to the reception process may be required to ensure clear communication of information.
1
Information flow
Sending information about the onboarding process before employees start work is a good way to prepare them for their first few weeks on the job. It is good practice to request information that needs to be available before an employee arrives at work regarding issues such as bank details, personal savings and the use of personal discounts. Other documents may also be needed such as residence permits, work permits, diplomas, etc. An employment contract is then finalized, salary terms are reviewed and a job description is provided.
2
The first day at work
Choose one or more members of your staff one or more from among the more experienced employees to train the new employee but also to ensure that he or she is integrated into the workforce. It is ideal to choose for the job those who are positive, know the tasks and the workplace well, can speak the person's language if possible, are easy to communicate with and are interested in guiding others. If the company has an employee handbook, it is a good idea to review it with the employee and show where it is accessible so that he or she can look it up as needed.
3
Onboarding and training
Make sure that the new employee gets the required education and training to get into the job. It increases the new employee's sense of security to receive a complete overview of the training that has been planned for him and when it is scheduled. If it is a foreign employee, the person in question must be encouraged to study Icelandic and provided with information about the resources available. Vocational training funds provide subsidies for training in companies.
4
Follow-up
Check-in with the new employee a few weeks after they started working. Follow-up key points of the training material and how it went. Make sure the employee gets the training they need. Talk to the employee about their experience of reception and their first impressions of the job. Such a review is important for continuous improvement of the reception process.
5
Listening and feedback
Give the new employee attention, constructive feedback and opportunities for conversation or regular follow-up staff interviews. How is he feeling at work? What do he think about his tasks? Does he need further guidance or do he have any questions?
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