Cornerstone of HR Value Chain (Employee Engagement) Part - 4

In continuation to my last article on Cornerstone of HR Value Chain (Employee Engagement) Part - 3

Employee Deployment:- As the work environment and the job market continue to feel pressure from the many unknown factors , companies must find innovative ways to not only locate and hire talent quickly but also deploy internal talent as necessary to meet dynamic business needs. The effective deployment of employees is critical to a far-reaching talent management strategy. Business change, financial constraints and the rise of collaborative work have focused enterprises' attention on moving, assigning and redeploying their staff more fluidly and more frequently these days.

Employee Assimilation : - Many companies struggle with the most basic things when it comes to ensuring they are the "Employer of Choice". The initial onboarding and orientation process (a.k.a. assimilation) can play a key role in getting a new employee engaged. This is critical as statistics say that employees who are engaged are likely to become productive quicker, and stay with the company longer. So, here is a quick blueprint to a successful assimilation process. This process should be applied to all positions, not just "important" positions.

Onboarding: This is the process that includes all of the initial paperwork to become an official employee and to sign up for any and all company programs. In most cases, a human resources person will walk the employee through these steps. This may also include a review of company policies and procedures to ensure the new employee knows all the rules. Most companies do this step well, however, please make sure that you are informed about how this process is handled.

Orientation (company): This is the step where some of the companies fail to provide the requisite attention this process deserves. A good orientation plan for new employees MUST include the following:
- introduction to the company's mission and values.
- introduction to the company's business activities.
- complete tour of all facilities.
- description of activities happening over and beyond work.

Orientation (job): This step should be well planned and include training on job responsibilities and associated processes. Often, new employees are thrown into the fire and expected to figure it out, especially if they are an experienced hire. But, each company has its own little nuances and particular ways it likes things done. It's important to ensure the employee clearly understands the "way it works". This process works best when completed by the hiring supervisor or a senior staff member. The best companies have a formal training plan.
None of this is rocket science. It does take planning and preparation, but the rewards far exceed the required effort to put these processes in place. Nothing is absolute. But, it's just another area where you can differentiate yourself from your competitors.

In my next article I shall attempt to talk about Performance Management, Reward & Recognition Programs, Fun @ Workplace, Compenastion & Benefits etc.


  1. Dear Mr. Raj,

    Thanks for sharing very informative article. In view of above, can you share your thought on Induction & Orientation.


  2. Dear Raj,

    Just to share my experience, Employee Orientation and effective onboarding brings the new team members in sync with your own organizational culture. Loyalty and feeling based association comes through initial care that HR accords to the new family members. I had done company wide orientation of employees in my own company that was really effective. Employees tend to be friendly with HR function through interaction and sharing care.

  3. Hello Mr. Raj,
    I am Rajni , and i often read your important views on HR gamut
    I would like to request you to kindly explain Balanced score card process, how it is designed and executed for operations,financial & mkt.
    dept. PLEASE
    Rajni Tuli