A (RESILIENT) NEW JOINERS PROCESS

New joiners sign many papers on day1 without even reading/ understanding (this itself is a flaw according to me). The company stands at risk due to this approach.

Rather the joining should happen with least access/ rights on systems/ information and induction should happen asap – no other work being done by the employee. This is the cost of induction. The person is not productive at all for few days. I strongly recommend this investment into people, else the risk for company is much higher.

Employee should go through trainings, understand the policies and implications of non-compliance (also the benefits of compliance) – sign upon agreements or else quit i.e. there must be an option available to the employee.

The contract/ training/ probation/ notice period must start only after this (I propose a ‘cooling off period’ like an insurance policy’).

The employee should be paid for onboarding period even if he/ she decides to quit.

This is a Resilient Process. An employee caring process. The employee would refer this company even if would have decided to move himself.

I look forward to your views – as employees as well as the HR Head. Agreements/ Disagreements/ Refinements - all welcome.