Onboarding - implementation of a new employee in our company
Recently at BZPG Stomil S.A., we have been quite actively pursuing recruitment processes for various managerial, specialized and production positions. The very acquisition of a suitable employee for a given position to the company is a challenge for the HR department. Making sure that the employee adapts well in our company in a given department, in our organizational culture and binds his professional fate with us for the long term - is no less demanding. The role of the HR department is, among other things, activities focused on introducing newly hired people as quickly and effectively as possible to the current activities and tasks that face them. Our company is - as I mentioned in the previous issue Newsletter - in a phase of transition, and this raises the bar for the newly hired employee as well, due to the very course of change that existing employees are also experiencing. We have adopted the path of creating individually tailored onboarding paths for the newly hired person, taking into account the specifics of the department and position. For employees in production departments, we have a detailed map of adoption to new responsibilities.
This is served by detailed job training, implemented on the basis of training programs for each position in the production department. A new employee is assigned to an experienced worker whose job it is to pass on his knowledge and skills. The entire process is monitored by the production master. The training for a production worker ends with an examination of the employee. Only when the above process is successfully completed and passed, the employee is allowed to work independently on the job. When deploying administrative employees, we take measures not only to familiarize them with their duties, but also to familiarize them with the company's „background” - getting to know the processes, co-workers, or at least the topography of individual plants and departments. I would like to emphasize that although the implementation process is planned by the HR department in consultation with other departments, many people are responsible for onboarding a new employee. Each co-worker supports the implementation process according to his or her competencies - sharing knowledge, teaching new things, helping the new person both on a strictly substantive level, as well as the emotional one. It is worth remembering that the fact that an employee is substantively ready to work in a given position and has both the knowledge, experience and skills required by the Company (that is why we hired him) is not enough. The atmosphere at work, the culture of support and cooperation, building relationships, the first contacts with people with whom the new employee will be working on a daily basis, the abundance of Information or even names to remember - all these are equally important elements, creating a lot of tension and uncertainty and, in the end, often determining whether a freshly recruited candidate will become an employee for years and will want to stay with us.
Do you have questions? Write to me: katarzyna.slaska@stomil.bydgoszcz.pl
Katarzyna Slaska HR Business Partner
At Stomil Bydgoszcz for nearly two years.
Responsible for recruitment processes,
implementations of new employees
and process improvements from the area of
human resources on all
levels of the organization. Catherine working
in us it benefits from experience
Which she gained by working for, among others:
Orange Polska, Yawal S.A., Krispol,
Pamso S.A., Media Expert.