Onboarding has been a hot topic of conversation over the last few years, but still most organizations see it as a compliance-related activity – i.e. form completion – for brand new hires. And the majority of people I talk to still see Onboarding as a function of talent acquisition, but unfortunately, it is not that simple. There are very few aspects of the talent management process that are as pervasive as Onboarding – touching recruiting, learning, development, goal planning, and a host of non-talent related functions.
This means that Onboarding is truly a cross-HR process and one that has to take into consideration a multitude of factors from compliance to employee readiness to cultural acclimatization. Having an Onboarding program that can span across regions, countries, and cultures is very complex. When looking at the importance of Onboarding on a global scale, there are numerous complexities, such as:
Because of this inherent complexity there is often some level of compromise that takes place to cover the 80% rule (80% of effects come from 20% of causes). However, in 2015, our motto we have been living by is “Onboarding without Compromise” and that is why we have focused on solving the challenges of global onboarding. How? We do this with:
For more details on the 1511 release updates to SAP SuccessFactors Onboarding, check out our Q4 2015 Release Highlights document and listen to David Ludlow in our release video on YouTube.
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