Supervisor Checklist - New Employee: Fill & Download for Free

https://www.edgepointlearning.com/blog/employee-onboardingEmployee onboarding is an essential practice that companies should take seriously. This alone can be a major factor in the longevity of a newly-hired worker, and this is the stage where employers would need to create a strong first impression.An effective onboarding process is comprised of a five best practices, and the first one would be to create a checklist. This list should contain the basic onboarding procedures, and some variations based on each one’s role and duties. This checklist should be good for use even before the employee begins his or her first day, up to his or her first year on the job.This brings us to the next point, which is to begin the onboarding process before the first day of work. Doing so would give the newly-hired employee a smoother transition into the new job, and the points of discussion should ideally include parking instructions, office culture and dress code, nearby restaurants and coffee shops, among other things.It is also important to provide micro-learning opportunities for your employees. These can come in the form of training courses that would ensure the constant growth and progression of these workers.Since we are talking about making strong first impressions, it is naturally important to make a new employee’s first day a valuable one. This should make them feel that they are an important asset to the company and not just one of the cogs that are keeping it afloat.Finally, keep communication lines open with employees at all times. A supervisor should not only serve as a boss and superior, but also as someone who can provide guidance, and therefore, they should be always open to inquiries.https://www.edgepointlearning.com/blog/employee-onboarding

Do you have a job supervisor, a manager, a boss, a person who you report to? Ask them what they expect from you on the job, what responsibilities are included in this position. Each company/business should provide a training session to new employees, when the job responsibilities and workplace rules are explained to them.

Depending upon the position, HR would typically introduce the new employee to the department and then take the person around the building to meet other departments. This was also done by department heads. In much of the manufacturing plant, including the office, the on-the-job training was a mentoring process of one employee working along side the new hire. For ISO quality purposes certain positions in the factory had a checklist of specific items to be trained on. Looking back, I think that we were too casual in training and on-boarding non-production positions. Certainly there were job descriptions but how well the new employee was acclimated really depended on the style of the supervisor or manager.