{"id":18043,"date":"2023-07-20T13:49:27","date_gmt":"2023-07-20T11:49:27","guid":{"rendered":"https:\/\/pat.eu\/?p=18043\/"},"modified":"2023-08-17T14:36:05","modified_gmt":"2023-08-17T12:36:05","slug":"automating-the-onboarding-with-service-management","status":"publish","type":"post","link":"https:\/\/pat.eu\/en\/2023\/automating-the-onboarding-with-service-management\/","title":{"rendered":"Automating the Onboarding with Service Management"},"content":{"rendered":"
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1. Onboarding as a strategic process for the company?
\n<\/a>2. Onboarding as an interdepartmental process: from HR to IT
\n<\/a>3. Manage the Onboarding with a Service Management solution. HelpdeskAdvanced in action.<\/a><\/p>\n

Employee Onboarding<\/strong>, which can literally be translated as \"employee start-up\", refers to all the best practices<\/strong> that nowadays are considered crucial to be able to welcome in the best way new employees within a company.<\/p>\n

The development of a functional business onboarding plan is not easy. To carry out this, the organization has to provide everything required to properly start the onboard of the new resource, from contractual side to the tools to be configured, assignation of assets to the sharing of internal procedures.<\/p>\n

Moreover, one of the tasks of those who hire the new talents is to transmit all the necessary expertise to start operating successfully, feeling themselves a part and parcel of the group and the company culture.<\/p>\n

The secret to creating a positive working environment and reducing the turnover rate, so as to ensure benefits for both the company and the employee, is to actively involve the new employee from the first day of work.<\/p>\n

Certainly, every mentioned aspect must be necessarily customized<\/strong> according to the new resource's business department and profile<\/strong>.<\/p>\n

Onboarding as a strategic process for the company?<\/h2>\n

So, briefly<\/em>, what is Onboarding<\/em>? With Onboarding it is a set of procedures, activities, services <\/strong>and initiatives<\/strong> done by the company in order to guide efficiently the entry of a new employee.<\/p>\n

Such a fundamental procedure cannot and must not be left to chance but have to be carefully planned<\/strong> in every type of company, regardless of the number of employees working within it.<\/p>\n

Why is onboarding a highly strategic process?<\/strong> First of all, its smooth operation can lead to a substantial reduction in costs<\/strong>. Traditional selection processes are very expensive because they often require the use of multiple resources.<\/p>\n

However, the onboarding of new employees is not often managed properly. As mentioned in this report by Kronos<\/a>: 76% of HR Leaders say that Onboarding practices are \"under-used\"<\/strong> in their company.<\/em><\/p>\n

It is also recorded that 36% of Human Resources professionals point out the lack of proper technology<\/strong> as the main reason for the inability to automate and organize the Onboarding phase.<\/p>\n

Onboarding as an interdepartmental process: from HR to IT<\/h2>\n

When it comes to the entry of a new employee and the involvement of the employees, the human factor<\/strong> is undoubtedly fundamental and primarily involves the Human Resources department. However, there are activities and tasks that must necessarily be delegated to the IT or the Information Systems department to reduce the number of errors and omissions.<\/p>\n

The Onboarding is an interdepartmental process that activates, at different times, requests for services or company equipment involving different offices (HR, Facilities, IT, Administration, etc.).<\/strong><\/p>\n

How many and what requests can IT receive for the onboarding of new employees? Many! Depending on the tasks that this resource will be in charge of within the organization, different types of requests must be activated. Let\u2019s see some of the most common cases:<\/p>\n