Workpuls Teramind ActivTrak Hubstaff DeskTime Time Doctor RescueTime Kickidler Veriato Work Examiner
OVERVIEW
Price $6/user/month $6/user/month $7.20/user/month $7/user/month $7/user/month $9.99/user/month $6/user/month $9.99/user/month $150/licence/year $60/licence (lifetime)
Free trial 7 days 7 days No 14 days 14 days 14 days 30 days 7 days Yes 30 days
Ease of use Very easy Difficult Very easy Easy Easy Very easy Very easy Very easy Very difficult Easy
TRACKING METHODS
Unlimited (tracker working 24/7)
Fixed (defined working hours)
Automatic (when computer is connected to a specified network)
Manual (start/stop)
Project based (track time only on projects)
GENERAL MONITORING FEATURES
Stealth mode
App and website usage
Real-time monitoring
Offline time tracking
Attendance
Activity levels
Keylogger
Geolocation
Remote desktop control
Website/activity blocking
SCREENSHOTS AND RECORDING
Screenshots
Screenshots on demand
Screen recording
PRODUCTIVITY FEATURES
Productivity trends
Websites and apps labeling
Category labeling
Productivity alerts
ADVANCED SECURITY FEATURES
User behavior analytics
Data loss prevention
Advanced file and web monitoring
REPORTING
Productivity reports
Team reports
Timelines
Email reports
Access management
PLATFORMS
Web
Mac desktop app
Windows desktop app
Linux desktop app
Mobile app iOS, Android iOS, Android iOS, Android iOS, Android iOS, Android Android
Browser extension Chrome Chrome Chrome
Other Citrix, VMware Chrome OS
OTHER
Support Phone, email, online Phone, email, online Phone, email, online Email, online Phone, email, online, in-person Online Phone, email, online Email, online, Viber, Whatsapp Phone, email, online, support ticket Phone, email, online
Knowledge base
Video tutorials
Integrations comming soon
API
Deployment cloud, on-premise cloud, on-premise, AWS, Azure cloud cloud cloud cloud cloud on-premise cloud, on-premise on-premise
Kronos Humanity Timeclockplus Tsheets Wheniwork Deputy Replicon Jibble EbilityTimeTracker OnTheClock BeeBole
OVERVIEW
Price(per month)Available upon requestFrom $2 per userAvailable upon requestFrom $6.40 per user+$16Free for up to 75 usersFrom $2.50 per userBasic plan:$30 for 5 users+$5 per additional userFrom $1.50 per employeeFrom $4 per user+$8From $2.20 per user$5.99 per user per month
Free trial30 days14 daysYes14 days14 days14 days30 days30 days,no credit card required
Ease of useDifficultEasyDifficultVery easyEasyEasyDifficultVery easyEasyEasyEasy
FEATURES
Timecard management
Scheduling
Shift Trading
Timesheets
Break time management
Real-time tracking
PTO Management
Payroll
Invoicing
Client billing
GPS tracking
Clock out reminders
Alerts
Manual time
PUNCH-IN METHODS
Web app
Mobile app
Time clock device
Time clock kiosk
Facial recognition
Fingerprint scanning
Geofencing
Group punch-in
REPORTING
Visual reports
Email reports
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MANAGEMENT
Permissions
Manager approvals
Add time for others
Integrations
PLATFORMS
Web
Android app
iOS app
Mac desktop app
Windows desktop app
Linux desktop app
OTHER
SupportPhone and onlinePhone and onlinePhone,chat and onlinePhone and chatEmail and onlineChat and phonePhone,email,chat and onlinePhone and onlinePhone,email,chat and onlinePhone and onlineOnline chat and video support in English,French,and Spanish
Knowledge base
Video tutorials
Community forum
API
Workpuls Hubstaff Toggl TimeDoctor Harvest TimeCamp Timely Everhour Tick TMetric
OVERVIEW
Price (per month) $6 per user $5.83 per user $9 per user $9.99 per user $10.80 per user $5.25 per user $99 for 5 users $7 per user $19 for 10 projects $5 per user
Free trial 7 days 14 days 30 days 14 days 30 days Yes 14 days 14 days 30 days 30 days
Ease of use Very easy Difficult Difficult Very easy Easy Very easy Easy Difficult Very easy Difficult
TIME TRACKING METHODS
Manual
Start/stop buttons
Automatic time mapping
IN-DEPTH TASK AND PROJECT ANALYSIS
Screenshots
App and website usage
Activity levels coming soon
Real-time tracking
TASK AND PROJECT MANAGEMENT
Project adding
Project templates
Project status
Task assignment
Task priorities
Budgeting coming soon
Mark billable/non-billable hours
Payroll calculation
Invoicing
ALERTS
Idle time reminders
Deadline alerts coming soon
Budget alerts coming soon
REPORTING
Client login
Productivity analysis
Email reports coming soon
PLATFORMS
Web
Mac desktop app
Windows desktop app
Linux desktop app coming soon
iOS app Beta
Android app
Browser extension Chrome Chrome, Firefox Chrome Chrome Chrome, Firefox Chrome Chrome, Firefox, Opera, Edge
OTHER
Support Phone and online Email and online Email and online Online Online, email and phone Email, online and support ticket Email and chat Email and chat Email Chat
Knowledge base
Video tutorials
Integrations coming soon
API
On-premise hosting

The essence of onboarding is to welcome new employees into the organization and equip them with the tools and knowledge needed to excel in their roles. When the onboarding process shifts to a virtual format, the essence remains, but the tactics evolve. 

In this article, we’ll provide a remote employee onboarding checklist, including tool recommendations and valuable resources like remote work monitoring software.

1. Personalized Welcome Initiatives

A welcome package aims to provide new hires with essential tools for their work, while also instilling a sense of belonging and pride in being a part of the company. In the remote work context, where a new employee doesn't have the experience of walking into a physical office or shaking hands with their colleagues, tangible items can play a crucial role in solidifying their association with the team.

‍

  • Evaluate Needs: Before you assemble a package, think about the specific requirements of the role. Does the job entail a lot of video conferencing? If so, quality headphones might be appreciated. If the role involves detailed planning, an ergonomic mouse or a high-quality planner might be apt.

‍

  • Brand Identity: Incorporate items that reflect the company's brand identity. Whether it's a t-shirt with the company logo, a mug in the company's signature colors, or stationary embossed with the company motto, these items offer the employee a daily reminder of their association with the brand.

‍

  • Informational Materials: Add materials like a welcome booklet that can serve both as an informative guide and a fun read. This could include sections detailing the company's history, its values, milestones, employee testimonials, and perhaps even some quirky facts or anecdotes. The aim is to let the new hire immerse themselves in the company's story and ethos.

‍

  • Personal Touch: Consider adding a handwritten note or card expressing excitement about the new hire joining the team. This adds a unique touch and showcases the company's dedication to individual employees.

‍

Resources & Tools

‍

Platforms like Swag.com offer an array of customizable items, from apparel to tech gadgets. It's vital to choose quality products that employees will find useful and durable. For an eco-friendlier or budget-conscious approach, consider digital welcome packets. Platforms like Canva allow you to design attractive e-booklets which can be emailed or shared via cloud storage.

‍

2. Recreating Office Interactions & Facilitating Virtual Connections

‍

In a traditional office environment, casual interactions and team activities play a pivotal role in integrating new hires into the company culture, fostering a sense of camaraderie, and promoting spontaneous idea generation. When onboarding remotely, replicating these interactions becomes essential to prevent feelings of isolation and ensure the new hire's seamless integration.

‍

Virtual Introductions

‍

Schedule meetings with various departments to familiarize the new hire with different teams, providing insight into their interconnected roles, and fostering a sense of unity. Keep in mind that employees often communicate more openly without senior management present. Organizing introductory sessions without managers also promotes genuine conversations, enabling newcomers to grasp the company culture authentically.

‍

Team Bonding Activities

‍

  • Virtual Icebreakers: Initiate meetings with quick activities, such as sharing fun facts or a rapid-fire Q&A session, allowing team members to connect personally.

‍

  • Collaborative Challenges: Plan activities like virtual escape rooms, trivia contests, or hobby-sharing sessions. These events break the daily routine and foster team bonding.

‍

  • Cultural Sharing Sessions: Hold periodic events where employees discuss their cultures or hobbies, promoting understanding beyond the workspace.

‍

Regular Interactions

Monthly meetings between the new hires and their mentors or team leads can address concerns, discuss progress, and strengthen the bond between the employee and the organization.  Bi-weekly or weekly team meetings to discuss projects, challenges, and solutions foster a sense of team spirit.

‍

Organize informal virtual chats, offering a dedicated time for employees to connect without the pressure of work discussions. Similarly, regular virtual lunches provide a casual environment for natural conversations. Using food delivery platforms, offer meal vouchers to employees. Occasionally, introduce themed lunches like 'Taco Tuesday' to add variety. To make these more engaging, integrate quick games, quizzes, or relevant discussion topics.

‍

Resources & Tools

‍

  • Video Conferencing: Zoom, Microsoft Teams, and Google Meet are essential for facilitating these virtual interactions. Features like breakout rooms enhance the experience.

‍

  • Team Activities: Platforms like Teambuilding or Icebreaker.video offer specialized virtual team activities. Kahoot! is perfect for interactive quizzes.

‍

  • Meal Platforms: DoorDash for Work and Uber Eats for Business cater to corporate meal vouchers, accommodating various dietary preferences.

‍

3. Stakeholder Interactions

‍

Interactions with key stakeholders during the onboarding process are of paramount importance for any new hire. These interactions provide clear insights into the various dynamics and nuances of how different departments or teams collaborate, ensuring that the newcomer understands their role within the larger framework of the organization. 

‍

Mapping Out Key Stakeholders

‍

Delve deep into the new hire's job description and responsibilities to identify which teams or individuals they will be working closely with. For roles that are not entirely new, looking into past projects and collaborations can provide insights into recurring stakeholder interactions. 

‍

Arranging Introduction Sessions

‍

Aim to schedule these introductory sessions within the first few weeks of onboarding. This ensures that the new hire can start their collaborations with a clear understanding from the get-go. Instead of merely introducing names and titles, make these sessions more productive. 

‍

After the sessions, set up a mechanism for feedback. This could be a simple form or a quick chat, asking the new hire about their takeaways, any areas of confusion, and how comfortable they feel about upcoming collaborations.

‍

4. Video Introductions

‍

Videos inherently carry a sense of personality and warmth that emails or chats often lack. Through visuals, voice tones, and body language, new hires can get a better feel of their colleagues, fostering a sense of connection even before their first live interaction. 

‍

This approach not only familiarizes newcomers with the team but also brings out the company culture in a vivid manner, making the assimilation process smoother and more enjoyable.

‍

Encourage Creation of Introduction Videos

‍

  • Guidelines & Structure: Provide team members with a simple structure for their video – like stating their name, role, a brief description of their responsibilities, and a fun or quirky fact about themselves.

‍

  • Duration Control: Recommend keeping the videos concise, perhaps between 1-2 minutes, ensuring they are engaging and easy to watch in a single stretch.

‍

  • Consistent Branding: Consider incorporating brand elements, such as using a common intro or outro slide or even background music that aligns with the company's identity.

‍

After the new hires have viewed the videos, seek feedback. Did they find the videos informative? Was there anything they wished was included? This feedback can be instrumental in refining the process for future onboardings.

‍

Tools & Resources

‍

  • Vyond: An intuitive platform, Vyond allows users to create animated videos with ease. With a myriad of templates and customizable characters, teams can make engaging introduction videos that resonate with the company's ethos.

‍

  • Animaker: Another user-friendly tool, Animaker offers a range of functionalities from infographics to handcraft videos, giving team members the flexibility to choose a style that best represents them.

‍

5. Buddy System

‍

For an employee to thrive and find satisfaction in an organization, understanding and integrating into the company culture is crucial. In remote settings, where employees might not directly observe organizational nuances, pairing them with a cultural mentor or a buddy becomes invaluable. 

‍

These individuals act as bridges between the newcomer and the company, guiding them through beliefs, practices, and the company's ethos, while also offering informal insights and camaraderie.

‍

Identification of the Right Buddy

Buddies, distinct from mentors, offer a more informal and candid perspective of the organization. They're peers, not managers or HR. 

‍

It's crucial for buddies to understand their dual role - guiding and befriending. A short orientation or guide can set clear expectations. Regular touchpoints between the buddy and the new hire, especially in the initial weeks, ensures consistent support and smooth transition.

‍

While seasoned employees can share valuable insights, the ideal mentor or buddy should embody the company's values. They should be:

‍

  • Communicative
  • Empathetic
  • Invested in the newcomer's orientation

‍

Seek volunteers for these roles. Those who opt-in are likely to be more invested, leading to a more effective relationship.

‍

Structure & Regular Interactions

‍

Organize a session where the buddy introduces themselves, shares their experiences, and sets expectations for upcoming interactions. Apart from impromptu chats, setting regular check-ins (bi-weekly or monthly) ensures the newcomer has consistent support and a platform to voice concerns or seek advice.

‍

Both parties should periodically share feedback. This iterative approach ensures the relationship remains beneficial, making necessary adjustments.

‍

6. Technological Investments

‍

Relying on traditional onboarding methods may fall short in addressing the unique challenges posed by remote work. Technological investments in the onboarding process don't just streamline tasks; they recreate the richness and depth of in-office onboarding in a virtual setting. 

‍

Well-structured and interactive remote onboarding software can greatly enhance the engagement levels of new hires, setting a positive tone for their tenure.

Needs Analysis & Selection

‍

Before diving into new technological investments, it's crucial to evaluate the current tech stack and identify gaps or inefficiencies. Involve HR personnel, team leaders, and even recently onboarded employees in discussions to understand specific needs and preferences.

‍

  • Feature Checklist: Create a list of essential features and functionalities required. This could include interactivity, integration capabilities, reporting features, and user-friendliness.

‍

  • Demo and Trial: Before committing to a platform, request demos or trial versions to test out its features and gauge its fit for your organization.

‍

  • Scalability: Ensure that the chosen solution can handle potential future growth. It should be adaptable to onboard a larger number of employees if required.

‍

Implementation and Training

‍

A seamless integration with existing systems minimizes disruptions. This might involve collaboration between IT and HR teams. Conduct training sessions for HR personnel and team leaders to ensure they're well-acquainted with the new system's features and can utilize them effectively.

‍

Periodically review the system's effectiveness, gather feedback from users, and make necessary adjustments. Technology is ever-evolving. Regularly check for updates or newer versions of the software to leverage any additional functionalities or improvements.

‍

Tools & Resources

‍

Human Capital Management Systems:

‍

  • SAP SuccessFactors: A cloud-based HR solution that provides core HR capabilities, talent management, and robust analytics.

‍

  • Oracle HCM Cloud: Offers tools for recruitment, talent management, payroll, and provides insights using AI-driven analytics.

‍

7. Holistic Learning Approaches

‍

A holistic learning approach is pivotal because it addresses the multifaceted nature of learning preferences. Some individuals may grasp concepts better through reading, while others might prefer visual or hands-on interactive modules. By providing diverse learning resources, companies can ensure comprehensive understanding, facilitating faster adaptation to their new role. 

‍

Content Diversification

‍

  • Written Materials: Prepare comprehensive guides, manuals, and written procedures. These serve as reference points and can be easily updated.

‍

  • Visual Resources: Develop infographics, flowcharts, and video content. These are particularly useful for complex concepts or for presenting information in a digestible manner.

‍

  • Interactive Modules: Introduce webinars, workshops, and interactive quizzes. These not only engage but also provide immediate feedback on the learner's understanding.

‍

Feedback and Iteration

‍

Periodically gather feedback from new hires about the effectiveness and relevance of the materials provided. Based on feedback, regularly review and update resources. This ensures they remain aligned with the company's evolving goals, culture, and methodologies.

‍

E-learning Platforms

‍

  • Khan Academy: A non-profit educational organization that offers a plethora of free courses on subjects ranging from mathematics to humanities. Its interactive platform can serve as a supplementary resource for basic skill development.

‍

  • Coursera: Hosting courses from universities and companies worldwide, it covers diverse professional topics. Companies can curate specific course lists for new hires, enhancing their industry and role-specific knowledge.

‍

8. Remote Monitoring

‍

Insightful, a popular alternative to Hubstaff, can optimize the remote onboarding journey. This tool elevates the process by monitoring new hire engagement and productivity, ensuring they are in sync with the organization's goals. 

‍

Insightful's analytics detect patterns in engagement, helping HR and managers refine strategies to bolster newcomer integration. By seamlessly integrating with other platforms, Insightful’s tools for monitoring employees working from home provide a unified view of onboarding activities, driving effective collaboration and ensuring new hires thrive from day one.

‍

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Remote Work Management

8 Essential Strategies for Effective Remote Employee Onboarding

Written by
Kendra Gaffin
Published on
September 27, 2023

The essence of onboarding is to welcome new employees into the organization and equip them with the tools and knowledge needed to excel in their roles. When the onboarding process shifts to a virtual format, the essence remains, but the tactics evolve. 

In this article, we’ll provide a remote employee onboarding checklist, including tool recommendations and valuable resources like remote work monitoring software.

1. Personalized Welcome Initiatives

A welcome package aims to provide new hires with essential tools for their work, while also instilling a sense of belonging and pride in being a part of the company. In the remote work context, where a new employee doesn't have the experience of walking into a physical office or shaking hands with their colleagues, tangible items can play a crucial role in solidifying their association with the team.

‍

  • Evaluate Needs: Before you assemble a package, think about the specific requirements of the role. Does the job entail a lot of video conferencing? If so, quality headphones might be appreciated. If the role involves detailed planning, an ergonomic mouse or a high-quality planner might be apt.

‍

  • Brand Identity: Incorporate items that reflect the company's brand identity. Whether it's a t-shirt with the company logo, a mug in the company's signature colors, or stationary embossed with the company motto, these items offer the employee a daily reminder of their association with the brand.

‍

  • Informational Materials: Add materials like a welcome booklet that can serve both as an informative guide and a fun read. This could include sections detailing the company's history, its values, milestones, employee testimonials, and perhaps even some quirky facts or anecdotes. The aim is to let the new hire immerse themselves in the company's story and ethos.

‍

  • Personal Touch: Consider adding a handwritten note or card expressing excitement about the new hire joining the team. This adds a unique touch and showcases the company's dedication to individual employees.

‍

Resources & Tools

‍

Platforms like Swag.com offer an array of customizable items, from apparel to tech gadgets. It's vital to choose quality products that employees will find useful and durable. For an eco-friendlier or budget-conscious approach, consider digital welcome packets. Platforms like Canva allow you to design attractive e-booklets which can be emailed or shared via cloud storage.

‍

2. Recreating Office Interactions & Facilitating Virtual Connections

‍

In a traditional office environment, casual interactions and team activities play a pivotal role in integrating new hires into the company culture, fostering a sense of camaraderie, and promoting spontaneous idea generation. When onboarding remotely, replicating these interactions becomes essential to prevent feelings of isolation and ensure the new hire's seamless integration.

‍

Virtual Introductions

‍

Schedule meetings with various departments to familiarize the new hire with different teams, providing insight into their interconnected roles, and fostering a sense of unity. Keep in mind that employees often communicate more openly without senior management present. Organizing introductory sessions without managers also promotes genuine conversations, enabling newcomers to grasp the company culture authentically.

‍

Team Bonding Activities

‍

  • Virtual Icebreakers: Initiate meetings with quick activities, such as sharing fun facts or a rapid-fire Q&A session, allowing team members to connect personally.

‍

  • Collaborative Challenges: Plan activities like virtual escape rooms, trivia contests, or hobby-sharing sessions. These events break the daily routine and foster team bonding.

‍

  • Cultural Sharing Sessions: Hold periodic events where employees discuss their cultures or hobbies, promoting understanding beyond the workspace.

‍

Regular Interactions

Monthly meetings between the new hires and their mentors or team leads can address concerns, discuss progress, and strengthen the bond between the employee and the organization.  Bi-weekly or weekly team meetings to discuss projects, challenges, and solutions foster a sense of team spirit.

‍

Organize informal virtual chats, offering a dedicated time for employees to connect without the pressure of work discussions. Similarly, regular virtual lunches provide a casual environment for natural conversations. Using food delivery platforms, offer meal vouchers to employees. Occasionally, introduce themed lunches like 'Taco Tuesday' to add variety. To make these more engaging, integrate quick games, quizzes, or relevant discussion topics.

‍

Resources & Tools

‍

  • Video Conferencing: Zoom, Microsoft Teams, and Google Meet are essential for facilitating these virtual interactions. Features like breakout rooms enhance the experience.

‍

  • Team Activities: Platforms like Teambuilding or Icebreaker.video offer specialized virtual team activities. Kahoot! is perfect for interactive quizzes.

‍

  • Meal Platforms: DoorDash for Work and Uber Eats for Business cater to corporate meal vouchers, accommodating various dietary preferences.

‍

3. Stakeholder Interactions

‍

Interactions with key stakeholders during the onboarding process are of paramount importance for any new hire. These interactions provide clear insights into the various dynamics and nuances of how different departments or teams collaborate, ensuring that the newcomer understands their role within the larger framework of the organization. 

‍

Mapping Out Key Stakeholders

‍

Delve deep into the new hire's job description and responsibilities to identify which teams or individuals they will be working closely with. For roles that are not entirely new, looking into past projects and collaborations can provide insights into recurring stakeholder interactions. 

‍

Arranging Introduction Sessions

‍

Aim to schedule these introductory sessions within the first few weeks of onboarding. This ensures that the new hire can start their collaborations with a clear understanding from the get-go. Instead of merely introducing names and titles, make these sessions more productive. 

‍

After the sessions, set up a mechanism for feedback. This could be a simple form or a quick chat, asking the new hire about their takeaways, any areas of confusion, and how comfortable they feel about upcoming collaborations.

‍

4. Video Introductions

‍

Videos inherently carry a sense of personality and warmth that emails or chats often lack. Through visuals, voice tones, and body language, new hires can get a better feel of their colleagues, fostering a sense of connection even before their first live interaction. 

‍

This approach not only familiarizes newcomers with the team but also brings out the company culture in a vivid manner, making the assimilation process smoother and more enjoyable.

‍

Encourage Creation of Introduction Videos

‍

  • Guidelines & Structure: Provide team members with a simple structure for their video – like stating their name, role, a brief description of their responsibilities, and a fun or quirky fact about themselves.

‍

  • Duration Control: Recommend keeping the videos concise, perhaps between 1-2 minutes, ensuring they are engaging and easy to watch in a single stretch.

‍

  • Consistent Branding: Consider incorporating brand elements, such as using a common intro or outro slide or even background music that aligns with the company's identity.

‍

After the new hires have viewed the videos, seek feedback. Did they find the videos informative? Was there anything they wished was included? This feedback can be instrumental in refining the process for future onboardings.

‍

Tools & Resources

‍

  • Vyond: An intuitive platform, Vyond allows users to create animated videos with ease. With a myriad of templates and customizable characters, teams can make engaging introduction videos that resonate with the company's ethos.

‍

  • Animaker: Another user-friendly tool, Animaker offers a range of functionalities from infographics to handcraft videos, giving team members the flexibility to choose a style that best represents them.

‍

5. Buddy System

‍

For an employee to thrive and find satisfaction in an organization, understanding and integrating into the company culture is crucial. In remote settings, where employees might not directly observe organizational nuances, pairing them with a cultural mentor or a buddy becomes invaluable. 

‍

These individuals act as bridges between the newcomer and the company, guiding them through beliefs, practices, and the company's ethos, while also offering informal insights and camaraderie.

‍

Identification of the Right Buddy

Buddies, distinct from mentors, offer a more informal and candid perspective of the organization. They're peers, not managers or HR. 

‍

It's crucial for buddies to understand their dual role - guiding and befriending. A short orientation or guide can set clear expectations. Regular touchpoints between the buddy and the new hire, especially in the initial weeks, ensures consistent support and smooth transition.

‍

While seasoned employees can share valuable insights, the ideal mentor or buddy should embody the company's values. They should be:

‍

  • Communicative
  • Empathetic
  • Invested in the newcomer's orientation

‍

Seek volunteers for these roles. Those who opt-in are likely to be more invested, leading to a more effective relationship.

‍

Structure & Regular Interactions

‍

Organize a session where the buddy introduces themselves, shares their experiences, and sets expectations for upcoming interactions. Apart from impromptu chats, setting regular check-ins (bi-weekly or monthly) ensures the newcomer has consistent support and a platform to voice concerns or seek advice.

‍

Both parties should periodically share feedback. This iterative approach ensures the relationship remains beneficial, making necessary adjustments.

‍

6. Technological Investments

‍

Relying on traditional onboarding methods may fall short in addressing the unique challenges posed by remote work. Technological investments in the onboarding process don't just streamline tasks; they recreate the richness and depth of in-office onboarding in a virtual setting. 

‍

Well-structured and interactive remote onboarding software can greatly enhance the engagement levels of new hires, setting a positive tone for their tenure.

Needs Analysis & Selection

‍

Before diving into new technological investments, it's crucial to evaluate the current tech stack and identify gaps or inefficiencies. Involve HR personnel, team leaders, and even recently onboarded employees in discussions to understand specific needs and preferences.

‍

  • Feature Checklist: Create a list of essential features and functionalities required. This could include interactivity, integration capabilities, reporting features, and user-friendliness.

‍

  • Demo and Trial: Before committing to a platform, request demos or trial versions to test out its features and gauge its fit for your organization.

‍

  • Scalability: Ensure that the chosen solution can handle potential future growth. It should be adaptable to onboard a larger number of employees if required.

‍

Implementation and Training

‍

A seamless integration with existing systems minimizes disruptions. This might involve collaboration between IT and HR teams. Conduct training sessions for HR personnel and team leaders to ensure they're well-acquainted with the new system's features and can utilize them effectively.

‍

Periodically review the system's effectiveness, gather feedback from users, and make necessary adjustments. Technology is ever-evolving. Regularly check for updates or newer versions of the software to leverage any additional functionalities or improvements.

‍

Tools & Resources

‍

Human Capital Management Systems:

‍

  • SAP SuccessFactors: A cloud-based HR solution that provides core HR capabilities, talent management, and robust analytics.

‍

  • Oracle HCM Cloud: Offers tools for recruitment, talent management, payroll, and provides insights using AI-driven analytics.

‍

7. Holistic Learning Approaches

‍

A holistic learning approach is pivotal because it addresses the multifaceted nature of learning preferences. Some individuals may grasp concepts better through reading, while others might prefer visual or hands-on interactive modules. By providing diverse learning resources, companies can ensure comprehensive understanding, facilitating faster adaptation to their new role. 

‍

Content Diversification

‍

  • Written Materials: Prepare comprehensive guides, manuals, and written procedures. These serve as reference points and can be easily updated.

‍

  • Visual Resources: Develop infographics, flowcharts, and video content. These are particularly useful for complex concepts or for presenting information in a digestible manner.

‍

  • Interactive Modules: Introduce webinars, workshops, and interactive quizzes. These not only engage but also provide immediate feedback on the learner's understanding.

‍

Feedback and Iteration

‍

Periodically gather feedback from new hires about the effectiveness and relevance of the materials provided. Based on feedback, regularly review and update resources. This ensures they remain aligned with the company's evolving goals, culture, and methodologies.

‍

E-learning Platforms

‍

  • Khan Academy: A non-profit educational organization that offers a plethora of free courses on subjects ranging from mathematics to humanities. Its interactive platform can serve as a supplementary resource for basic skill development.

‍

  • Coursera: Hosting courses from universities and companies worldwide, it covers diverse professional topics. Companies can curate specific course lists for new hires, enhancing their industry and role-specific knowledge.

‍

8. Remote Monitoring

‍

Insightful, a popular alternative to Hubstaff, can optimize the remote onboarding journey. This tool elevates the process by monitoring new hire engagement and productivity, ensuring they are in sync with the organization's goals. 

‍

Insightful's analytics detect patterns in engagement, helping HR and managers refine strategies to bolster newcomer integration. By seamlessly integrating with other platforms, Insightful’s tools for monitoring employees working from home provide a unified view of onboarding activities, driving effective collaboration and ensuring new hires thrive from day one.

‍