{"id":7489,"date":"2024-06-10T09:54:55","date_gmt":"2024-06-10T07:54:55","guid":{"rendered":"https:\/\/edihadria.eu\/?p=7489"},"modified":"2024-06-10T09:54:55","modified_gmt":"2024-06-10T07:54:55","slug":"klara-cicin-sain-vazno-je-razmisljati-iz-perspektive-osobe-koju-zaposljavamo","status":"publish","type":"post","link":"https:\/\/edihadria.eu\/en\/klara-cicin-sain-vazno-je-razmisljati-iz-perspektive-osobe-koju-zaposljavamo\/","title":{"rendered":"Klara \u010ci\u010din-\u0160ain: It is important to think from the perspective of the person we employ"},"content":{"rendered":"<p><strong>The introduction of employees into the business is of great importance for companies, but it is not easy at all<\/strong>. Many small and medium-sized companies, as well as public administration in Croatia, stumble on it.<\/p>\n<p>Approximately 70 percent of new employees in the first month form a court on whether the job they started is suitable for them. Approximately 30 percent of them will make that decision within the first week. Structured and Careful Induction into Business. <em>onboarding<\/em>) is an important factor of retention and productivity of workers, their integration into the culture of the organization, and thus successful business. <strong>Companies with high quality <em>onboarding<\/em> increase the retention of new employees by as much as 82 percent, and productivity by more than 70 percent.<\/strong><\/p>\n<p>-It is important to think from the perspective of the person we employ, and that the running-in process is structured, even basic, but that it is a complete positive experience for a new employee, says <strong>Klara \u010ci\u010din-\u0160ain<\/strong>, Infobip's expert who holds training within the EDIH Adria consortium \u2019<strong>From onbording employees to in-house training \u2013 what, how and when to do<\/strong>\u2019 <a href=\"https:\/\/edihadria.eu\/en\/od-onbordinga-zaposlenika-do-usavrsavanja-unutar-tvrtke-sto-kako-i-kada-napraviti\/\">Four-hour training<\/a> It is available in two terms: 17 June at Alpha Centauri campus in Zagreb and 20 June at Infobip Quantum in Vodnjan.<\/p>\n<p>\u2013 Onboarding \u2013 but also how newcomers will experience your company \u2013 does not start with the first working day. Perceptions and expectations are beginning to be created earlier, under the influence of what is said about the company in the community and on social networks, what it looks like on the website and how customers and other employees talk about it. Here it is extremely important what impression we make during the selection of candidates through selection interviews. We evaluate them, but they certainly evaluate us and make a judgment about what kind of company we are. All this affects the impressions of the new worker, and that he has not even come to work on the first day, emphasizes Klara \u010ci\u010din-\u0160ain.<\/p>\n<p>He lists some of the steps and concepts that are taught in education:<\/p>\n<ul>\n<li><strong>Pre-onboarding<\/strong>. It refers to the technical preparation and communication with new employees before the first day at work. For example, if it is an office job, it means that we took care of the computer, desk and chair in advance, and the like. It is important to be available and communicate with the new employee already at this stage, in order to eliminate possible worries, and facilitate entry into the organization. If possible, solve most of the paperwork at this stage, so that the first day does not pass in filling out the forms.<\/li>\n<li><strong>First day at work<\/strong>. First impressions are remembered, aren't they? In order to ensure the best experience, it is important to implement it according to a predefined structure. Often mistakes are made at this step and the first day at work passes silently, or the employee is left to himself: He doesn't know who to turn to and has nothing to do. In addition to avoiding this scenario, Klara emphasizes that superiors and colleagues should be an example of how things are done in the organization from the very beginning. \u201cIf you do not arrive on time, you are sending a message to the new employee that it is acceptable to be late. If you skip the steps, you send a message that it's okay. If you tolerate low quality, the new employee will see it, and probably start adopting such an approach.\u201d<\/li>\n<li><strong>The first 90 days. <\/strong>Onboarding often takes up to a year, but the first 90 days will be crucial. That is why it is important that we have a framework plan and structure for this period. It is important that the introduction to the business is a process with structure and duration, that it has a head and tail and that it can be repeated several times under the same scenario. In this way, you speed up the process for yourself because you automate things, and at the same time you open the possibility to compare different candidates relatively quickly and their success already in that early period. No matter how small the company may be, it can put together a structure that suits its needs, which will be discussed more in the education.<\/li>\n<\/ul>\n<p>&#8211;<strong>It is important to set expectations clearly, on both sides, and then measure performance<\/strong>. It may sound difficult or abstract, but practice shows that \u2013 with a little preparation \u2013 it can be clearly arranged and done, says our interlocutor.<\/p>\n<p>Previous work experience makes her an excellent trainer for these topics. After studying philosophy and sociology in Zagreb, she worked for ten years in the public sector in culture. Among other things, she led projects in publishing and created and implemented several demanding educational programs for students. He then moves to Booking.com to work in France. Here he meets a fast, global technology company, and modern structures related to human resources: <em>assessment <\/em>centre, <em>pre-boarding<\/em> i <em>onboarding<\/em>, an academy for newcomers. In his next job at Randstad, the world's largest human resources company, he masters various aspects of the industry, from the assessment of candidates.<em>background checks<\/em>) for sensitive jobs to employee learning and development (<em>learning and development<\/em>) and structured onboarding. At Randstad's Budapest office, she was in charge of introducing new employees to the business, both live and online across the EMEA region. Every month, there were 15 new people who were being followed live to various positions in the company: sales, legal service, human resources and other jobs.<\/p>\n<p><strong>The most important thing she brought from these organizations, she says, is the importance they attach to the attitude of the candidates.<\/strong><\/p>\n<p>This is what the English term is used for in our profession. <em>attitude<\/em>. They are employed primarily because of attitude and motivation, not because of things you know or do not know how to do. If they recognize affinity and motivation, and that you have an attitude in accordance with their values, they are not afraid to teach you the job. This is often lacking in Croatia, says Klara.<\/p>\n<p>\"I understand that it is difficult for small entrepreneurs to do so, but I believe that this is the right path for medium-sized enterprises and organisations. Recruitment and training of employees can be a huge cost, especially for smaller and medium-sized enterprises, so every effort should be made to do the best we can when employing them.\"<\/p>\n<p>He adds, however, that small businesses also have their advantages and opportunities. They can introduce new employees to the business in a personalized way, and design a process tailored to the person they employ. They have a chance to provide a better experience than in large systems, where despite the efforts of things sometimes turn out mechanical. This is, due to the number of people that large organizations employ, sometimes inevitable. This is a map that small businesses should definitely use.<\/p>\n<p>In addition to getting into business, strong organizations work a lot on the training of their employees, for which the name is used in the industry <em>upskilling<\/em>. This organizational function should also be approached in a planned manner, which will also be discussed at trainings in Zagreb and Vodnjan. The possibility of growth and development within the company today is crucial for retaining and motivating employees.<\/p>\n<p>\u2013 We are living in a time of fluctuation of workers and a dynamic labour market, and the question is whether this will change soon. Workers change jobs quickly and often, which puts us in the spotlight precisely <em>onboarding<\/em>. It is becoming increasingly important for companies to be able to start new employees as quickly and efficiently as possible and achieve full productivity. In many industries, the expectations of companies about how long they can keep workers have also changed. In addition, our jobs are changing rapidly and in order to be successful, our employees need the same speed or faster development competencies. Processes like <em>upskillinga <\/em>allow us to detect what these competences are and plan how to develop them in time. We should strive to keep quality people as long as possible, so that once they become productive they can create added value through their work, but also by transferring their knowledge to new and other employees, concludes Klara \u010ci\u010din-\u0160ain.<\/p>","protected":false},"excerpt":{"rendered":"<p>The introduction of employees into the business is of great importance for companies, but it is not easy at all. Many small and medium-sized companies, as well as public administration in Croatia, stumble on it. Approximately 70 percent of new employees in the first month form a court on whether the job they started is suitable for them. Approximately 30 percent [...]<\/p>","protected":false},"author":6,"featured_media":7490,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[50],"tags":[],"class_list":["post-7489","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-novosti"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Klara \u010ci\u010din-\u0160ain: Va\u017eno je razmi\u0161ljati iz perspektive osobe koju zapo\u0161ljavamo -<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/edihadria.eu\/en\/klara-cicin-sain-vazno-je-razmisljati-iz-perspektive-osobe-koju-zaposljavamo\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Klara \u010ci\u010din-\u0160ain: Va\u017eno je razmi\u0161ljati iz perspektive osobe koju zapo\u0161ljavamo -\" \/>\n<meta property=\"og:description\" content=\"Uvo\u0111enje zaposlenika u posao od velike je va\u017enosti za poduze\u0107a, no nije nimalo lako. 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