HR Human Resources Employee Engagement Best Practices in Remote Situation | Meghana NextGen HR | Skillshare
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HR Human Resources Employee Engagement Best Practices in Remote Situation

teacher avatar Meghana NextGen HR, HR and Training Development Professional

Watch this class and thousands more

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

    • 1.

      Introduction to Winning HR Practices for Effective Virtual Recruitment & Employee Onboarding

      4:51

    • 2.

      Remote Recruitment Practices for Employee & HR Success

      18:29

    • 3.

      4 C's of Effective Onboarding to create great Employee Onboarding Experience !

      6:03

    • 4.

      Welcoming a New Joiner & A Checklist with all aspects of Onboarding simplified! - Case Study Part 2

      5:14

    • 5.

      Buddy Program: One of Onboarding Best practices : Concepts & How it works

      7:40

    • 6.

      Buddy Program: An onboarding best practice : Framework & Implementation Guide

      8:00

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About This Class

Learn Successful Virtual Recruitment Practices and On-boarding Practices for New Employees : Why New Employees leave organizations in first 90 days? How it affects the HR function and Organization?! What can you do to ensure Successful On-boarding? Why your current Remote Recruitment Practices are not getting you the right candidates?

Plans, Strategies and Business Case Studies in Human Resource Management from an Industry expert with 12+ years of hands-on experience in managing end to end HR functions!

Are you HR or Admin or Recruitment / Talent Acquisition or anyone involved in Recruitment / On-boarding process and constantly trying to understand how to excel in On-boarding process?

Do you work in Human Resources department or own a company or firm?

Do you want to learn the Onboarding process step by step and find what works well for employees as well as management?

Are you constantly stressed at the time of onboarding of new employees that you hardly find time to attend to other duties?

Are you not sure if employees and the management is happy about your onboarding program?

Do you have keen interest in knowing business case studies / situations related to On-boarding and how the issues/challenges involved in On-boarding can be overcome?

If you answered Yes for any of the above questions, this class is for you :-)

  • You will master the art of Effective Employee Onboarding with this program.
  • The class is short and sweet, very simple yet effective!
  • They add to your HR management and People Management skills and are invaluable in your employee management process.

So get started and see you in the class :-) Cheers, Meghana

Meet Your Teacher

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Meghana NextGen HR

HR and Training Development Professional

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Level: All Levels

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Transcripts

1. Introduction to Winning HR Practices for Effective Virtual Recruitment & Employee Onboarding: Hello there. Welcome to the course, introduction on winning HR practices for virtual recruitment and onboarding. Unmake. Now, in this class, I'll be explaining about the virtual or remote recruitment practices and successful employee onboarding practices. For recruitment and onboarding are vital functions of human resource management. As we move away from the physical processes, online processes will have to face a host of recruitment and onboarding challenges, which can be tackled easily by implementing some of the best practices which we will be discussing in this class. But the help of case studies and common business scenarios faced by HR professionals and managers. I am an HR training and development professional, having more than a decade experience in managing into HR functions including recruitment, onboarding, compensation benefits, payroll, statutory compliances, framing, and HR analytics. Having worked with companies like base64 and Aviva life insurance in the capacity of headshot and training and development specialist. I have in-depth knowledge on different aspects of HR management. I have dreamed and coached more than 400 entry-level professionals on these subjects of HR management. So in this class, you will be able to learn some of the important aspects of dealing with virtual recruitment processes. How you can structure a successful onboarding program while keeping in mind the current virtual scenario. Common business challenges involved in onboarding a new joiner and how to tackle them. How you can ensure a new joiner sticks to the company and does not leave in the first 60 or 90 days after joining. And finally, how to structure an effect to Buddy Program for the new joiners, onboarding. And also some more things which you need to know about the virtual recruitment and onboarding process. So at the end of this program, you'll be able to build your own on-boarding program as a project and share with us. So if you are an HR or admin or a recruitment specialist and trying to understand onboarding process. Or if you are working in HR department or you have your own company, or if you're wanting to learn the onboarding process step-by-step and find out what works well for your employees as well as in management, then this is the right course for you. If you have been constantly stressed and the time of onboarding of new employees, that you hardly are able to find time to attend to your other duties, then you get the right dips in this program. Also, if you're not sure if your employees and management is happy about your onboarding program or not, then go ahead and take up this class. If you're not belonging to the HR department or management. But if you have a keen interest in knowing more about the business case studies and situations related to onboarding and how the issues or challenges can be sold which are related to the onboarding. Then go ahead and take up this class. So at the end of this course, you'll be able to master the art of effective employee on-boarding. And this class will add to your HR management and people management skills, which are invaluable in your employee management process. I hope you find this class useful. See you in the next video. Thank you. 2. Remote Recruitment Practices for Employee & HR Success: Hi, In this video, we will discuss on the virtual or remote recruitment process, what are the major challenges in online recruitment? And what are the steps that you can take to overcome these challenges in the world Child scenario. So let's get started. Since the arrival of the COVID pandemic, we're all operating from home and most of the operations Right from recruitment to exit. This happening online. Recruitment in itself is a very challenging process. And the watch will recruitment where we screen the candidate, will reschedule the interviews, and we talk to the candidates. Everything is done online. This process can be even more challenging for both the recruiters and candidates. What your recruitment processes too new for many recruiters and candidates. And everyone has not it well-equipped to handle this kind of a process. Yet. The recruiters can find it very challenging to find the required candidates. The talent with very few job seekers who are highly skilled and who are in demand from a lot of competent companies constantly offering better pay and benefits. Everyone has their own challenges when it comes to online recruitment. You could see on the screen what some of our fellow HR recruiter colleagues have to see on the challenges that the fees. We invite you to share your views on what are the biggest challenges according to you in regard to the hiring and onboarding online process. Please do share your views using the discussion section. Shifting the recruitment process to the word chill mode has also caused a lot of stress and challenges for the candidates as well. So the common challenges that the candidates feel they're facing is that 20 percent of the people feel access to technology is the biggest challenge. 14 percent fetal assessment. The online assessment is a big challenge. 6% of the candidates feel they do not feel included in the company or the organization. 10% feel that they do not understand or get a feel of the company's culture in the online recruitment process. 40% feeling that there is a lack of human interaction or empathy in the online recruitment process. And 10 percent feeling that there's a lot of stress and anxiety for the candidates in the virtual recruitment process. Let us take a moment to understand what are the broader challenges that the Hejaz and recruiters are facing in terms of virtual recruitment. 80% of the HR professionals feel that too many irrelevant or unqualified applicants are there 20% field, there is a lack of local talent available. 10 percent feel there is very few applicants for the positions. 8% feel there is ghosting happening. That means the candidates either do not turn up for the scheduled intervals or they do not respond back at all. 12 percent feeling that the job ads that they are writing her not attractive enough and they need to do something about the branding. Talking about the process challenges, 1% of the HR fraternity field, that the candidate followup a repetitive and you know, it's a continuous process which is being very stressful for them. 10% of them feeling that the interview scheduling and addressing candidate Qualys is a major challenge. 10 percent feel the lack of consolidated candidate information on the recruitment online process is a big challenge. And rest of the 10 percent also feel that there is a fear of proxy or fake interviews happening online. Now that we have got a feel of what are the major challenges faced by the jar and the recruiters. Let us get started in tackling them with some simple steps. To address the challenge of having too many irrelevant or under qualified applicants for the job openings, which is the quality versus quantity parameter. Let us look at the ways that we can look into enhancing our job branding to get more quality candidates. We could start with making a better job description or a job, better job ad with clear and concise details. And also using the job boards filter option, for example, in now CRI or times jobs and so on, you have the option of filtering out the unwanted candidates at the stage of application itself. We could use this to get better results. And apart from the regular job boards like the Times now CRI, monster and so on. You could also try out the forums such as GitHub for the IT jobs site, HR for HR professionals and so on. These are all the discussion boards or forums where you can find highly specialized and the interested candidates for different topics. Then it's very important to ask them to send a video introduction or a video CV, which can make your life a lot easier. Because a video CV will also get, get you a feel of the candidate, how they appear and how they present themselves. Which can make it very easy for you to filter the candidate in the fast luke itself. The candidates could use some of the radial CV sites to make their CV like Canvas, by table, VT and the maker and so on. And most important aspect is having the assessment you're ready for your first round of interview. Having this online assessment 3D and giving the link for the online assessment as soon as an applicant applies for a job is a good idea. So that immediately they get to go through the assessment and they get the scores. And you also get the scores. And this makes it easy for the further process and for filtering. Moving on to the aspect of lack of local talent. In the arena of what your recruitment recto, recruiters feel that they're not finding enough qualified talent in the local areas. For this, what you could do as a recruiter as or as an employer is that if it's a work from home or remote job, you could consider hiring from across the country or other locations to get more challenge. And in case if that is not possible, you will have to brush up on your Boolean search skills to get super relevant results using job portals or search engines. And you could also consider local watts of groups, Telegram groups, and other social media networks to attract the local talent. So talking about the next big challenge, which is having very few applicants for your job opening. So you have done your job and you have advertised your job opening on various portals or through various social media, but you're not getting enough applicants. So what you could do is switching to a different job portal than what you're already using. For example, photos like Indeed and Linkedin and so on. They are for a lot of local talent which might not get noticed in various other portals. And also you could try advertising as a job which is open for all locations. Instead of sticking to only one location and having a diverse recruitment channels mix to get more results. That is basically using more and more channels such as linkedin, Facebook, now query.com times, Jobs, Indeed, and so on. To get more results rather than sticking to only one or two channels. The next big challenge is ghosting, which is, which happens when candidates do not show up for the scheduled intervals or they do not respond to you at all. So what you could do is having what you could do to prevent ghosting is that you need to have a clear and constant communication with the candidate. You should ensure that the candidate communication is not lost in the entire process of scheduling the interview and so on. So it is ideal to keep the communication going with your automated tools, such as constant e-mail reminders and SMS or WhatsApp messages. These can be automated as well. This keeps them reminded that they are still in line for your interview. And this also keeps them interested. Apart from that, you can also keep sending them various articles and links related to your company's portal or the social groups so that they keep getting interested in your company. Lack of employer branding or negative publicity about your company can also be another reason that the candidates do not turn up for the interview. So this is a broader challenge that has to be addressed by making sure that you brand your employer and make it more attractive for the potential candidates and also do something to overcome any negative publicity that you already have. For example, if there are many negative reviews on the glass door or any other site, consider calling for the initial employees who are likely to give positive feedback and keep getting positive feedback so that the negative ones will not be visible. I know the challenges when your job ads are not attractive enough to get a lot of qualified candidates. One issue could be that you're not good enough in writing good job advertisements. The other reason could be that your employer branding is not strong enough to attract top candidates. So what you could do is you need to use the right keywords and job descriptions that will enable the right candidates to find you. You could create richard of job descriptions which are optimized for the search engine and including your EVB to let them know candidates know that what is so different about your company and why they should join you. Your EVP message, the employee, employee value proposition message is very important in your employer branding. So make sure that you have a great EVP message and communicate well in your job descriptions or job advertisements, such as the ones listed on the screen. Talking about the next challenge that is repeated candidate followup, which is a major challenge for the recruiters in the online interviewing process, 72% of the recruiters feel that repetitive candidate follow-up is very time-consuming and stressful recruitment activity. The reason for this slowness could be the lack of candidates response or slow response from the candidates. And you may have to contact a lot of candidates as a backup and so on. This happens when your recruitment system is not completely organized or not automated in us. So to avoid getting stressed with a lot of follow-up work, what you could do is use the portals features such as the now CRI or times jobs, whatever portal you are using, they often give you a reply option lined the interview scheduling option and messaging option. You could use these features to reply to candidates in bulk. Instead of replying each individually. This also avoids a lot of typing and emailing work. You could also increase the candidate touchpoint through digital platforms where candidates can keep interacting with you or message you through various touch points. And then you could implement watching candidate assistance. There is a checkbox or you could use the Artificial Intelligence driven recruiting tools to make your job easier. Another commonly faced challenges, lack of personalized recruitment experience. Most of the candidates do like to visit the office and meet the interviewer and get the feel of the office culture before joining the company. But in case of virtual recruitment, that does not happen because of marriage, the candidates will not be able to connect with the recruiter or the organization, and hence, they don't feel like joining the company. I do. So what we could do to make the recruitment experience more personalized. Some of the things that could be done as making a detailed job description with video and audio of office premises to give a feel of the office and other things which could be benefits and books and the culture of the company. This could help you brand your employer and also make the whole experience a little more personalized as against only the males or the text messages. Talking about the customised emails. You can segment your audience and the applicant tracking system or the customer relationship management system which you are using according to the industry or location of the candidates. And you can send customised emails. For example, for somebody who's in Bangalore in India, you could send a different mail saying that we help you because of your so-and-so expedience or location or other conditions. And for somebody who has come from a particular industry, you could mention that particular industry. This is the reason we are coming to you or we are reaching you to let you know about the job offer. Other thing that we could do is making the emails and messages more customized by inserting the firstName and lastName of the candidates, by using, using the personalization option in the software that we are using. Just because you have not met the candidate in Paulson, doesn't mean that you should be interacting with them continuously. So you need to keep them engaged by sending timely and consistent messages or e-mails, the status of the interview, and what is the next step that is going to take place? This is very important because especially if you have a lengthy interview process than the candidates might get lost. So keep sending them not only the text messages or meals, but also wise messages or radio messages or calls to make it more personalized and to keep the candidate interested. Sending out the rejection information to the rejected candidates is also very important. Just like the way you will be engaging or interacting with the selected candidates. Because the rejected candidates should not be in a situation where the field, they were not told exactly why they were rejected. And in case if the resend the way they have been interviewing them, they might go and post in the social media negatively about your company. With this, we come to the end of the video remote recruitment practices. And we hope this content was useful to you. Thank you. 3. 4 C's of Effective Onboarding to create great Employee Onboarding Experience !: Welcome to this video on the new hire on-boarding process case study. So in this case study, we will see how we have to form a new hire on-boarding process. So in this example of case study, we have Rhea, who's an HR, was newly joined an ID multinational company. And the company is not happy with the currently ongoing on boarding plan. And she's drawn with the challenge of coming up with a robust onboarding plan which helps to retain the new joining and to keep them motivated. Because the management is not happy with the existing process. She needs to consider the reasons why the employees are not happy, find a wide management does not happy with the on-boarding process and come up with a clear and robust process that ensures that her job is done clearly, as well as there is clarity and engagement for the new joint is as well. So RHIO would be drafting our robust onboarding land that complies with four Cs of effective onboarding. So what are these forces that we are talking about? Let's see. Let's get started now. And C In this case study, how 3M will draft an onboarding plan that has compliance, clarification, culture, and connection. These four aspects clearly laid down in compliance will have to ensure that any anti harassment, prevention of sexual harassment tag. The ISO certification acts related to the security policies and are their labor laws. All these are communicated to the employee fell in advance. And she may have to take signature or the acknowledgment that the employee has understood and accepted these policies. Secondly, clarification in terms of the projects that the employee will be working on. These are specific to the job that the new joint even be working on. And hence the reporting manager of the employee plays a big role here. However, as an HR will help to ensure she coordinates with the reporting manager of the employee in order to ensure the conduct a robust training plan. Third here is the culture. So in order to make sure the employee gels with the culture and understands the company norms. We will have two elaborately explained on different aspects of the company's culture and values. Starting with the dress code, the timings, what is expected from the employee in terms of the behavioral norms, and what is not accepted. It could be other things as well, which are like usage of mobile and how the meetings are conducted, and other things, which will ensure that the employee gets a clear picture of the culture of the company. And really will help ensure the core cultural values of the company, the ethics of the company is highlighted in the induction and on-boarding program. For example, it could be customer service, or it could be teamwork, or it could be transparency. Whatever is the core value of the company that needs to be highlighted through all the induction and on-boarding program. For point here is connection. As you all know, addiction is very important whenever you are the join any company. We always look for a friend whom we can talk to the right. So everybody needs somebody to talk to. And as a friend or a mentor for a peer, somebody who's there lookup. So in this case, Rhea, as an HR, has to ensure that there are a lot of opportunities for the new joining to Boyne bond with the different colleagues members and other team members under management. In all the spheres, the new joiner has to connect with different people. So for this, she could arrange one-on-one with the people. The new joiner we'll be working closely with, for example, the reporting manager, the team members. These people can have one-on-one sessions in the first week itself. And assigning a peer mentor as a mentor or a Buddy. Buddy Program is very useful here. She could use the three level Buddy Program. So two three-level party program is nothing but the role buddy, culture Verde and a leader Buddy, three bodies will be assigned to the new joiner in the first week itself. And the new joiner, we'll get to interact a lot with these three people. And one body, for example, the cultural body will be helping the new joiner, quieting self with deep culture of the company. Second one, the body will be helping with the understanding of the role and responsibilities. And thirdly, the leader per day will be guiding and mentoring the new joiner. 4. Welcoming a New Joiner & A Checklist with all aspects of Onboarding simplified! - Case Study Part 2: Coming to this part of having a checklist and welcoming. So now that really knows what are the forces that she has to implement in the on-boarding plan? There are a lot of things to arrange for the new joiner, lot of things to be coordinated, and lot of things to be provided. So how does she do it all day comes the checklist. So having a checklist will make Rios job Very much easier. So in this video, let's see how RIA will come up with a checklist and what are the contents of the checklist? So what are the things that she needs to be doing in this onboarding process will be drafted clearly in this checklist. So the new hire checklist is available for you in our resources. You could use this or you could use this to prepare your own checklist, which will help you prepare for a new joint his first day at the work, as well as the first week's onboarding program. This chick checklist will include the key tasks to complete and documents to prepare before the arrival of the employee, as well as after the arrival of the employment. Here really needs to how a pre onboarding checklist, as well as the often joining checklist, which will help consolidate all the things that she needs to do so that she's not all run off to the joining of the employee. So what she could do is firstly asking the new hard to send her the personal data to enter in the companies, which are areas such as the ID Proofs, contact details, passport details, tax details, bank, family, DDMS, nominations numerically for health insurance, certificate copies, and so on. So asking the new joiner troops sent all these before joining will ensure that the new joiner will not waste a lot of time in this paperwork on the fastly. And most of the companies do. I agreed to collect these beforehand before the joining and then feed into their system, which will make the job much easier for the HR later on. Second most important point here is sending him welcome mail to the new joiner before the joining itself, which includes arrival time of the first day, copy of the map, office dress code. And also she could include what is the first day's agenda for what are the programs or what is blind for the new joiner on the fasting. This will take out a lot of stress from the new joiner, as the new joiner knows what to expect on the first day. And Rhea could send a joining announcement mean to the new hires jaw reporting manager and his department and also other stakeholders. For this, we have added in our resources a welcome email format. You could use that as well. So when you send this welcome e-mail to the other people, everybody knows that somebody's joining and they will be ready to welcome the new joiner. And it's obviously not a good situation when the new joiner joints, and nobody knows that they're going to join. And everybody's surprised to see the new joiner. That should not be the case. Third here is before arrival of new joiner, collect and send important information like the banking information to accounts department for setting up the room, ID creation details to the IT department and other details for the admin who can set up the workstation desk and so on. So having set up all these facilities before the new joiner is arriving is a very good thing to have. Because the new joiner will not have to wait for such things. And he will have a lot of time to interact with this for other people, like his reporting manager or working on HR policies for understanding the culture which are much better things to do, rather than just waiting for the desk to be set up on the first day. And have a quick look at the checklist that we have added in our resources. This is how it looks like. You could always edited. Some of the contents would be the tasks under new employee recruitment, equipment and supplies, orientation, review meetings, which has the start date, end date, status assigned to flagged and description. This is going to be very handy for Rhea while she does her own body plan. 5. Buddy Program: One of Onboarding Best practices : Concepts & How it works: Hi there. In this video designing a program, we will understand what somebody program and how it works to make your onboarding, spoofing. And understand the key differences between buddy, coach and mentor. We will be able to understand that implement the three level but the program. And finally, making a buddy program document and the implementation of the buddy program in your organization. So what's this buddy program all about? Let's get started and understand what does this program basically, it's a tool used to assign our body. That means a friend from the existing workforce to IMU join with whom they can interact and get to know more about the company, the facilities, and the culture, and the work-related stuff. I'm sore. And they may talk to them and clarify their gravies and take the help in terms of any issues that they might be facing. Humans at work. Most of the companies, HR departments already have a buddy program in place. Buddy program will help foster walk relationships among new joiners. I'm existing employees. And on a long-term basis, this good, I load the new joiner to be retained in the organization for a long-term. Then you try now feels welcomed, valued, and included in the workplace. And the body will be acting like a helpful mentor, although not exactly a mentor. The unwritten rules which are not covered in your induction or onboarding, are communicated from the buddy who's your friend, who's assigned to tell you a lot more about the company. Having a friend at workplace makes the new joint or less frustrated and it can foster product beauty, and cultural adaption in the new joiner. So these are the reasons that you would want to implement our body program. And plus there are many more positive things to come with your buddy program as well. So who has a body? And body is generally an employee who has already been working in the company for a while and has a certain degree of knowledge about your company's culture and orientation needs. A good buddy should be somebody who's experienced for at least one year or so in the same company. And he's having good relations with other employees at workplace and with the management as well. The body can be from a different department or from same department of the new joiner. Someone willing to mentor new joiner. And in war, in social activities. You must be wondering, what does the difference between a body and coach and a mentor? Which is a common question among the HR professionals. And mentor is someone who acts as an advisor, counselor, and guide to somebody who's junior or a trainee. So mentoring is the process of shading your knowledge and experience with an employee, which includes your personal experiences as well. So talking about the coaching and coaches somebody who will try to give you more of work-related skills or something which is more related to your work. Coaching can be either short-term or long-term, and which can be used for training and up-skilling and fully developing leadership and so on. And in coaching, we mean not include the personal experiences of the person who's giving the coaching. So talking about the FBI be voting system is used to accelerate the productivity of new halves and enhance the job satisfaction by creating informal friendships or relationships, which is finally aimed at retaining the new. Join me. Some of the important things to understand in a buddy system, this that the body cannot be accounted for VTE performance. Often new joiner, the body is only going to help the new joiner get acquainted with the company's systems, processes, culture, and overall working system. And also to get to know the people. But the body will not be held responsible for the nonperformance of the new joiner, or even in case if the body has not been able to give waters required the required information to the new joiner. Still, we cannot blame them buddy completely. So in case if the new joiner or body is not comfortable anymore in this program, they can voluntarily College Equity. Let's now get into the tree buddy program and understand what is it. There are three levels of bodies assigned in the three-body program. One being the role buddy. Second one is the cultural body, and third one is a leader body. 311 soft bodies are identified to make the onboarding smoother and successful for the new joint. So robbery is somebody who will help the new joiner in terms of understanding his roles and responsibilities. And to get more familiar with the work that he's doing. A work-related Verde talking about culture buddy, the Polson who will be a culture buddy, will give out a lot of information to the new joiner related to the culture and the people of the company and how are the stuff works. Talking about the third one, it is a leader being. The leader will be involved in giving a more big picture above the company. What is the next level that the employee can grow to? And also showed the vision goals and the mission of the company to the new joint. And the positive team I bought. The three Buddy Program, Does Dart. The new joiner, we'll get to interact with more people that has three friends and get a lot of input compared to the single buddy program. But the negative team could read that having three people might mean that nobody will be accountable to give out the requiring permission, or nobody would be ready at the right time when the choir or the new joiner might get confused as whom to approach at what time. 6. Buddy Program: An onboarding best practice : Framework & Implementation Guide: Now that we have understood waters are Buddy Program and white is done. And the type of the programs that we have. Let us get into the implementation part, which is more crucial. The buddy program framework, starting with the first step, which is pretty start, you will be required to create a simple, formal Buddy Program document. The time frame for the buddy program could range from a few months to six months depending on upon your company and your requirements. The second step would be the selection. The body selection criteria would be, as we have discussed, somebody who's already worked for one year also and having good relationships and so on. And do remember, the most important thing is that the body whom you are selecting needs to be very positive about the whole process. And first of all, and first and foremost, he or she should be willing to be the verde. You cannot force somebody to be a body. Most of the companies make it as a volunteer program so that there are no hazards of any negative interactions between the body and the new joint. You could publish internally evolved the new hives joining steep dose and ask who's interested in volunteering to be their bodies. Towards to the Leo is the orientation part letting you as an HR or a manager can handle it or send the body checklist buddy whom you have selected. Mentioning what are the tasks to be done by the body. Centering the current virtual and work from home environment. Some of the things that you could include in this body checklist and start. You can share the Vadis number with the new joiner and also vice versa, and ask the body to give a call to the new joiner before the new joiner joins the company itself. So, and so let us have a look at the body checklist. Some of the things that could be added here in the briefest did checklist. What are the things to be done by the body? That is, the body can discuss with the new hire supervisors to understand what they're expecting from the body and organizing the first meeting with the moon. Hi, I'm thinking more plausible dopant topics to talk about. Sending an email to the new employee, introducing the birdie himself and thinking about the possible training opportunities, thinking about possible upcoming networking opportunities with the new joiner. And fostered a checklist, providing an overview of the organization, its structure for falls and wounds. And in case if they are working from the office, they could take a building chore and discussing the organizational culture and values, explaining how to be successful, active organization, and providing various technical resources information. And most importantly, consider having lunch together, especially if you're working from office. This is an important thing. God can cultivate a more better relationship. And you could even invite another colleague along with you. It's very important to try and have the lunch together on the first day of the new joiner so that the body and the new joint or gets to know each other on more unofficial and casual level. Talking about the first, second, third month checklist, the body is supposed to check in frequently with the new joiner. We'll check if he has any queries or issues and eliciting feedback from the employee and be available to answer questions. Because sometimes the new joiner may not approach the body so easily as his quite new and might be hesitant. So it is good on the body spark to approach the new joiner frequently and check if everything is fine. So continue introducing other employees, key people to the new joiner so that the employee gets more acquainted culturally armed with the different themes and people. The fourth step here, keeping the momentum going for this HR or the manager of the employee should keep encouraging both the body and the new joiner to have frequent interactions and encourage knowledge sharing. One more important thing is that the body should pay attention to the new joiners, previous experiences and knowledge to have a two-way interaction. And the infractions or the communications should not be limited. The current company itself or the current experiences of the body. Glitter. Talking about the fifth step is evaluation and deeply finger per d and the new joiner. The body and the employee both need to be evaluated with the body effectiveness questionnaire and all with interview. That means you could have both questionnaire and interview or any of these to assess how does the effectiveness of your buddy program and how the new joiner well acquainted the company and the culture and the role that he is unpredictable. Some of the questions that can be asked to somebody in the questionnaire are whether the buddy program has been helpful to the new joiner. Do you think any changes are required and do think any additional work do we say required to implement this program? And is there anything that you were uncomfortable about or did you have anything that you could not answer to the 30 into the new joiner? If there's anything that you could not handle it or you could not answer do. And so on. Talking about the questions that can be asked to the new joiner, you could include few questions such as whether the body was helpful or not, and whether the interaction was regular and consistent and was the body approachable. And we're the meetings and communications relevant, focused on meaningful and most embody. Conservatism, evolved safe guarding the confidentiality of the communication and interactions between the new joiner and whether the body provided adequate support and information in learning and growing. I bought the company with the company, whether the body provided adequate support in helping the new joiner learn and grow. But at a buddy program, hired positive effect on law and ask them to provide any other suggestions to improve the buddy program. For this, we come to the end of this video on buddy program. And here we have a helpful activity to think about and know Dong, which will better meet you understanding this program. Thank you.