When I started work, if you were lucky, you went through an ‘induction’ process during which someone introduced you to your colleagues and explained your role and the work you were expected to do, forms were completed, tax documents and national insurance numbers exchanged, the toilets pointed out and someone was nominated to show you the canteen at lunchtime.
If you were less lucky, you might get 10 minutes explanation of the job from the chargehand, foreman or supervisor.
As time went by, 10 minutes grew to a couple of hours, half a day, and even (two months after starting work with them) a full day off site, learning all about the company and its products …..
In this way you were introduced to the company and the company was introduced to you. The administrative processes were gone through and your entitlement to payment and the mechanism to pay you were set up.
So what is Onboarding and Offboarding?
By: (c) Margaret Rouse
In identity management, onboarding is the addition of a new employee to an organization’s identity and access management (IAM) system. The term is also used if an employee changes roles within the organization and is granted new or expanded access privileges.
Conversely, offboarding refers to the IAM processes surrounding the removal of an identity for an employee who has left the organization. The term may also be used to describe the restriction of certain access rights when an employee has changed roles within the organization.
Onboarding and offboarding procedures must be documented to ensure compliance with regulatory requirements. To avoid errors that could result from a manual offboarding procedure, experts suggested automating the process through a talent management system.
What a load of ………………………… Don’t we know who we’re employing anymore?
Why do we need this consultant speak, HR bull…?
John Evans Esq.