Meet legal and operational requirements. A huge benefit to taking this course is feeling confident that you're following your local labor law and protecting your company and your employees. We've broken down key pieces of information, required documents, and other resources into before, on, and after the date of hire. If you try to present all of these forms on the morning of your employees first day, it's going to be very overwhelming for both you and the new employee. In addition, we all know that we get pulled in many directions while we're trying to onboard, so dividing these forms up into three different time periods will help ensure that you do it properly and it doesn't interfere with the rest of your training process and itinerary.
Let's look at before date of hire. Present to your new hire:
As stated before, your new hire should submit these to you prior to their first day or at the latest on the morning of their first date of hire.
Next, on date of hire. Present:
Next, after date of hire. this includes:
After your VIP's first five days, you'll want to implement a system that goes even further to ensure you're reviewing their performance and implementing checkpoints to ensure they keep progressing. Ensure your VIP knows that you don't expect them to know everything on the first day. Present the information over time, and follow up with checkpoints, including role play and demonstration. Let's take a look at the forms we just spoke about.