But a smooth start does the opposite. It sets the right feeling for engagement (feeling involved), productivity (getting work done), and long-term loyalty (wanting to stay). 

Sadly, there is a big problem. Reports show a very large number: 88% of companies are not good at onboarding. This failure has clear results. People quit (this is high turnover). Workers are not involved (they are disengaged). Time and money are wasted (these are wasted resources). 

This is why the best onboarding software is so needed. These strong platforms make the whole process easy. They help with everything, from getting papers signed to giving out new tasks. In this guide, we will look at the top onboarding softwares. Our goal is to help you find the right one for your company in 2026. 

A Fast Look: Top HR Onboarding Platforms of 2026

Here is a short list of the main facts in this blog post. 

Why Use an Onboarding Platform? 

The onboarding process is more than just filling out forms. It is about making a new worker feel good. They should feel smart, welcome, and sure of themselves. 

A great employee onboarding software helps do this. It gives one main place (a centralized platform) for all onboarding needs. It also does the boring HR tasks automatically, which saves a lot of time. 

In 2026, these employee onboarding solutions do even more. They connect with other systems (like HRIS). They use smart tech (like AI-driven workflows). And they keep private information safe (this is data security for compliance). Let’s see what makes a platform truly great. 

What Makes a Good Employee Onboarding Platform?

Here are the main things the best onboarding tools must have: 

Automation 

A great platform stops boring tasks. It handles paper signing, checklists, and making new user accounts all by itself. Automation is a key part of the best hr onboarding software. It gives HR teams much less work to do.

Integration 

The platform must connect easily with tools you already use. This includes Microsoft 365, Slack, payroll systems, and HRIS platforms. This connection makes everything work together as one.

Customization 

You must be able to change the tool. Workflows (the steps in a process) should adapt to your company’s unique rules, different jobs, and teams. 

Engagement Features 

Things like special web pages (portals) for new hires, welcome messages, and task lists help new workers feel connected. They feel part of the team from the very first day.

Security 

Keeping data private is a must-have. The platform must follow rules (like GDPR or HIPAA). This is not something you can skip for any good employee onboarding solution.

A Short List: The 10 Best Onboarding Platforms for 2026 

Here is a fast list of the best hr onboarding software for 2026. We give one short sentence for each: 

1. Beyond Intranet – One of the best employee onboarding software solutions for Microsoft-powered enterprise onboarding.
2. BambooHR – Best for small-to-mid-sized businesses.
3. Eddy – Best for simple onboarding workflows in small teams.
4. Talent HR – Best for customizable onboarding experiences.
5. Workday – Best for large enterprises with global compliance needs.
6. Rippling – Best for tech-savvy companies needing IT integration. 
7. ClearCompany – Best for employee engagement during onboarding. 
8. Hibob – Best for culture-focused onboarding experiences. 
9. Gusto – Best for payroll-integrated onboarding for SMBs. 
10. Paycom – Best for comprehensive HR and onboarding solutions.

Which Onboarding Software is Right for You? A Full Review 

Now let’s look closely at the features, good parts (pros), bad parts (cons), and cost for each of these top onboarding tools. 

1. Beyond Intranet

Key Features: 

• Microsoft 365/SharePoint-Powered: Data is stored safely within Microsoft’s system. 

• Candidate Portal: Gets new hires involved before their first day. 

• Three-in-One Solution: Manages onboarding, crossboarding (moving teams), and offboarding (leaving). 

• Active Directory Automation: Automatically makes user accounts for new hires. 

• Plug-and-Play Implementation: Fast setup, quicker than many other SaaS onboarding tools. 

Pros: 

• Very secure with Microsoft integration. 

• Customizable workflows for any company size. 

• Rated as one of the best onboarding software on Microsoft AppSource. 

Cons: 

• Works best for companies that already use Microsoft tools. 

Pricing: 

Tailored pricing based on company size and needs.

Why It’s a Top Choice: 

Beyond Intranet is a top pick because of its very high security. It also connects perfectly with Microsoft tools. It is one of the best onboarding software solutions for companies small or large. 

2. BambooHR

Key Features: 

• Works well on phones. Allows digital signing (e-signatures). Has a help-yourself page (self-service portal) for workers. A great onboarding software for small business.

Pros: 

• Simple and easy-to-use screen. 

• Good price for small businesses. 

Cons: 

• Harder to use for very big companies. 

Pricing: 

Starts at $6.19/user/month (billed annually).

3. 3. Eddy

Key Features: 

• Easy “drag-and-drop” for tasks. One place to keep all papers. Has ready-to-use forms (templates). This is one of the easiest onboarding tools to use.

Pros: 

• Very easy to use. 

• Good price for small teams. 

Cons: 

• Not built for very complex onboarding needs. 

Pricing: 

Custom pricing based on features and team size.

4. Talent HR

Key Features: 

• You can change the onboarding steps. It sends task reminders by itself. It connects to payroll. It gives a special (personalized) experience, making it a good choice for the best employee onboarding software.

Pros: 

• Great for connecting onboarding with pay. 

• Gives a special experience to new hires. 

Cons: 

• Does not have many advanced reporting features. 

Pricing: 

 Available upon request. 

5. Workday

Key Features: 

• Uses smart tech (AI) to give advice. Helps follow laws in all countries. Connects deeply with all other HR tools. This is a complete employee onboarding solution for big, global companies.

Pros: 

• Ready for big companies and can grow. 

• Advanced data reports to track success. 

Cons: 

• Costs too much for smaller businesses. 

Pricing: 

 Custom pricing for enterprises. 

6. Rippling

Key Features: 

• Sets up IT things (like laptops and software) by itself. Sends HR data to payroll. Gives workers a help-yourself page (portal). A top pick for tech-focused companies that need connected onboarding softwares.

Pros: 

• Great for tech-focused businesses. 

• Mixes HR and IT tasks. 

Cons: 

• Can be confusing for users who are not technical. 

Pricing: 

Starts at $8/user/month (billed annually).

7.  ClearCompany

Key Features: 

• Has ready-to-use forms (templates). You can make special pages (portals) for different jobs. Sends reminders by itself. It focuses hard on making workers feel involved, so it’s a good employee onboarding software for small business.

Pros: 

• Strong focus on making workers feel involved. 

• Easy to see how onboarding is going. 

Cons: 

• Limited growth for very large companies. 

Pricing: 

 Available upon request. 

8. Hibob

Key Features: 

• Makes onboarding like a game. Has a page to see data (analytics dashboard). Connects with tools like Slack. These onboarding tools focus on company feeling (culture) and are great for new kinds of teams.

Pros: 

• Perfect for companies focused on culture. 

• Gets workers involved with fun features. 

Cons: 

• Not as many custom options for big companies. 

Pricing: 

Custom pricing based on team size.

9. Gusto

Key Features: 

• Mixes payroll and onboarding in one. Has digital tax forms. Gives welcome kits. A low-cost onboarding software for small business.

Pros: 

• Low cost for small businesses. 

• Makes payroll and onboarding simple. 

Cons: 

• Does not have advanced HR features. 

Pricing: 

Starts at $6/user/month. 

10. Paycom

Key Features: 

• No paper needed. See data live (real-time analytics). Has a help-yourself page (portal) for workers. It’s a big platform with many strong features. This makes it a top-level best hr onboarding software. 

Pros: 

• A complete HR solution. 

• Great for tracking onboarding progress. 

Cons: 

• Can be complex for smaller teams. 

Pricing: 

 Custom pricing based on organization size. 

How Do You Pick the Right Onboarding Software? 

Picking the right platform is very important. So, how do you choose the right employee onboarding software for small business or a big company? Follow these steps: 

1. Know Your Needs: Is your team small or big? Do you need it to connect with other tools? Answering this helps you pick.

2. Look at Features: Check for automation, customization (making it fit you), and security. When you look at different onboarding softwares, be sure they do what you need. 

3. Think About Growth: Pick a tool that can grow as your company grows. The best employee onboarding software should work for you now and later. 

4. Check the Price: Make sure the software fits your budget but still gives you the features you must have. 

What’s New? Future Ideas in Onboarding Tech for 2026 

1. AI for Personalization: The best hr onboarding software will use AI (smart tech) to make special onboarding plans for each worker based on their job. 

2. Tools for Remote Work: We will see more tools made just for teams that work from home (hybrid or remote teams). 

3. Data to Help Improve: Seeing data live (real-time analytics) will be normal. It will help HR teams make the onboarding better and better. This data is a key part of new onboarding tools. 

4. Gamification: More platforms will use games, quizzes, and rewards. This makes onboarding more fun for new workers. 

Our Final Opinion: The Top 3 Onboarding Software Picks 

1. Beyond Intranet: The best onboarding software for large companies that need a secure, Microsoft-powered solution.

2. Rippling: Best for tech companies that need their onboarding tools to manage both HR and IT.

3. BambooHR: The best onboarding software for small business if being simple and easy to use is most important.

What Is the Best Onboarding Software for Small Businesses? 

For small companies, BambooHR and Eddy are often top picks. This is because they cost less and are simple to use. They are great choices for any team that needs a good onboarding software for small business. 

If you just need a simple, clear platform, many people think these are the best onboarding software for small business. 

But what if you plan to grow? Beyond Intranet is another choice. It offers employee onboarding solutions that can grow with you. A small team can start with it and not have to change later. This makes it a smart pick if you want an employee onboarding software for small business that is ready for the future. 

Final Words: Making Your Hiring Process Better 

The right HR onboarding tool can change your whole hiring and setup process for the better. It really can. 

It does not matter if your company is small or very large. There is a tool on this list that can help. Do you want a safe, strong solution that works with Microsoft? One that is known as a leading best employee onboarding software? Then Beyond Intranet is likely your best choice. Ask for a demo today and see how you can change your onboarding. 

The average cost of onboarding a new employee goes way beyond just their salary. In fact, it can eat into your budget more than you think! From training programs to equipment and paperwork, there’s a hidden world of expenses waiting to be revealed.  

In this blog post, we’ll explore the true cost of onboarding and provide practical insights for HRs and CTOs to optimize the process. Let’s uncover the secrets together!  

The True Cost of Onboarding

Let’s dive into the components that answer this burning question- What is the average cost of onboarding a new employee? It’s a multi-faceted expense that goes beyond the obvious. 

1. Training Programs: The cost of training programs can be substantial. From orientation sessions and specialized workshops to e-learning platforms and mentorship programs, investing in employee development can quickly add up. However, a well-trained workforce pays dividends in the long run.
2. Paperwork and Administrative Costs: Ah, the never-ending paperwork! Don’t underestimate the time and resources it takes to process contracts, NDAs, tax forms, and other administrative tasks. These seemingly small expenses can accumulate and impact on your budget more than you might expect.
3. Equipment and Technology Investments: Providing the necessary equipment and technology tools for new hires can come with a price tag. Computers, software licenses, office supplies, and even specialized tools or machinery—each purchase contributes to the overall onboarding cost.
4. Impact of Employee Support Services: Supporting employees during their onboarding journey is crucial for their success. However, offering mentorship programs, employee assistance programs, or dedicated support staff comes with a price. While it’s essential for a smooth transition, it’s important to factor in the associated expenses.

Stay tuned to where we’ll debunk common myths surrounding onboarding costs and provide practical strategies to optimize your onboarding process while keeping those hidden expenses in check. It’s time to take control of the true cost of onboarding! 

Debunking Common Myths 

Let’s set the record straight and debunk some common myths about the average cost to onboard a new employee. It’s time to separate fact from fiction and shed light on the truth. 

– Busting the Myth: One prevalent myth we need to dispel is the belief that salary is the sole significant expense in onboarding. Sure, salary plays a crucial role, but it’s just one piece of the puzzle. By focusing solely on salary, you might be blindsided by the hidden costs that can quietly eat away at your budget. 

– Long-Term Implications: Overlooking hidden costs in onboarding can have long-term implications for your organization. By neglecting to consider expenses such as training, paperwork, equipment, and support services, you risk compromising the effectiveness and efficiency of the onboarding process. This oversight can result in lower employee productivity, decreased morale, and even higher turnover rates. It’s essential to recognize the broader financial impact of overlooking these hidden expenses. 

As we continue our journey, we’ll provide practical insights and strategies to optimize your onboarding process while keeping those hidden costs in mind. Stay tuned and don’t fall for the myths—let’s uncover the truth together! 

Practical Strategies to Optimize Onboarding Costs

A. Streamlining Training Programs:

Let’s explore some tips to streamline your training programs without compromising quality. By optimizing the delivery and content of your training, you can ensure that new employees receive the necessary knowledge and skills while minimizing unnecessary expenses.  

Consider leveraging e-learning platforms, creating engaging training modules, and implementing mentorship programs to enhance the efficiency of your onboarding process.

B. Reducing Paperwork and Administrative Overhead:

Nobody enjoys drowning in paperwork, right? We’ve got your back! To reduce paperwork and administrative overhead, consider digitizing forms and documents, implementing automated systems, and streamlining processes.  

By minimizing manual paperwork, you’ll save time, reduce costs, and improve overall efficiency. 

C. Cost-Effective Equipment and Technology Solutions:

Equipping new hires doesn’t have to break the bank. Look for cost-effective equipment and technology solutions that meet your organization’s needs without sacrificing quality.  

Explore options like leasing or renting equipment, utilizing open-source software, or considering bulk discounts. By being resourceful, you can find innovative ways to outfit your employees without blowing your budget. 

D. Fostering Employee Support Networks:

Don’t underestimate the power of a supportive network! Encouraging a culture of employee support can positively impact the cost of onboarding a new employee and reduce costs in the long run. Encourage mentorship programs, establish buddy systems, and provide platforms for new hires to connect with experienced team members.  

This support network helps newcomers integrate faster, feel more engaged, and reduce the risk of early attrition. 

Implement these practical strategies, optimize your onboarding process, reduce unnecessary costs, and create a positive experience for your new employees. But the journey doesn’t end here—next, we’ll dive into real-life case studies and success stories to show how organizations have successfully managed their average cost of onboarding a new employee. 

How are companies actually doing it?

A. Reducing Costs with Beyond Intranet’s Software

Let’s take a look at how companies are successfully reducing their average cost to onboard a new employee with the help of Beyond Intranet’s innovative software solution. This powerful tool streamlines the onboarding process, enhances collaboration, and maximizes efficiency, all while keeping a close eye on the budget. 

Real-Life Success Stories

Here are a couple of real-life examples of companies that have successfully managed their onboarding costs using Beyond Intranet’s software: 

1. A fast-growing US-based tech startup was struggling to keep up with the increasing number of new hires while maintaining a tight budget. By implementing Beyond Intranet’s HR onboarding software, they were able to automate various onboarding tasks, from document management to training modules. This streamlined their process, reduced administrative overhead, and saved both time and money.
2. A large multinational corporation based out of Canada faced the challenge of onboarding employees across multiple locations and departments. Beyond Intranet’s software provided them with a centralized platform for onboarding, ensuring consistency and eliminating the need for redundant processes. This helped the company significantly reduce the cost of onboarding a new employee while providing a seamless experience for new hires.

Strategies and Lessons Learned

These success stories highlight the strategies and lessons learned by companies that have embraced Beyond Intranet’s software: 

– Automation is Key: By automating repetitive tasks and workflows, companies can free up valuable time and resources, ultimately reducing costs associated with manual processes. 

– Centralized Onboarding: Having a centralized platform for onboarding enables consistency, standardization, and efficiency across the organization, regardless of location or department. 

– Customization and Scalability: Beyond Intranet’s software offers customization options, allowing companies to tailor the onboarding process to their specific needs. Additionally, the software scales seamlessly as the organization grows, accommodating increased onboarding demands without compromising efficiency. 

By leveraging Beyond Intranet’s employee onboarding software, companies have successfully managed their onboarding costs, improved productivity, and created a positive experience for new hires.  

It’s time you considered how this innovative solution can revolutionize your onboarding process and bring significant cost savings to your organization. 

Continue reading to uncover more insights and discover how you can leverage technology to transform your onboarding journey.

Embracing the Future of Onboarding

1. The Power of Technology: Beyond Intranet’s employee onboarding software represents the future of onboarding. By embracing technology-driven solutions, you to unlock a multitude of benefits, ranging from cost savings to improved efficiency and employee satisfaction.
2. Enhanced Collaboration and Communication: With Beyond Intranet, you can foster collaboration and streamline communication during the onboarding process. Your new hires can easily connect with team members, access important documents, and receive real-time updates, ensuring a smooth and interactive experience.
3. Scalability and Adaptability: As your company grows and evolves, Beyond Intranet’s software remains scalable and adaptable to changing needs. Whether onboarding a handful of employees or managing a large-scale expansion, the software can seamlessly accommodate varying levels of demand while maintaining cost-effectiveness.
4. Continuous Improvement: Beyond Intranet understands that onboarding is an ongoing process, and their software supports continuous improvement. Through feedback mechanisms, analytics, and data-driven insights, you can identify bottlenecks, refine your onboarding strategies, and optimize your cost-saving initiatives over time.

Conclusion 

As HRs and CTOs, it’s crucial to recognize the hidden cost of onboarding a new employee and seek innovative solutions to optimize the process. Beyond Intranet’s employee onboarding software offers a comprehensive solution that empowers companies to reduce costs, enhance efficiency, and create a positive onboarding experience for new hires. 

By sharing real-life success stories, strategies, and lessons learned, we’ve demonstrated how companies are successfully managing their onboarding costs with the help of Beyond Intranet’s software. Now, it’s your turn to explore the possibilities, embrace technology, and take your onboarding process to new heights. 

Remember, the cost of onboarding extends beyond just a salary. By considering the true cost, leveraging technology, and implementing best practices, you can revolutionize your onboarding process and drive tangible results for your organization. Embrace the future of onboarding with Beyond Intranet and witness the transformative power it brings to your company.

To Know More, Visit our Employee Onboarding Software Page Here

In this blog, we will talk about ways to make onboarding better. These tips will help you create the best employee onboarding experience. Also, we will explain how onboarding and offboarding software can make things easier. Let’s start! 

How to Make Your Onboarding Process Better 

The onboarding process is the first step to a new job. For many, it feels exciting and a little scary. If you want to make this journey easier for new hires, use these tips. They will make the best employee onboarding experience which is smooth and enjoyable for everyone. 

Be Clear from Day One: Always explain things clearly. Tell new employees about their job, your rules, and what you expect from them. Help them know where to go if they have questions. Guiding them from the start builds trust. 

Show What Matters to Your Company: Every company has values and culture. Share stories that reflect these values. Help new hires feel like they belong. When they know what your company stands for, they feel more connected. 

Give Them Tools to Learn: Offer training programs. Share learning resources. Pair them with mentors. Encourage them to keep learning even after onboarding is done. This will help them succeed in their roles. 

Help Them Work Together: Team bonding is powerful. Plan activities where they can meet others and collaborate. This builds friendships and makes them feel supported. 

Ask for Feedback: Ask them how the onboarding process feels. Listen to their suggestions. Use their feedback to make your onboarding better for the future. 

Improving onboarding takes time, but it is worth it. With clear communication, teamwork, and a focus on learning, you can create the best onboarding experience for everyone. 

How to Give New Employees the Best Start 

When a new employee joins, it is a big moment. You want them to feel excited and happy. Best onboarding experience can make this happen. Follow these simple rules to make their first days special.

1. Be Personal Small personal touches can mean a lot. Give them welcome gifts. Adjust training to their needs. Help them meet other employees. Let them feel they are important.

2. Share Your Company’s Culture. Your company’s culture is what makes it unique. Show them why your company is a great place to work and help them see how they fit into this culture.

3. Offer Learning Opportunities Everyone wants to grow. Provide training to help them improve their skills. Online courses, workshops, or even industry events can help them stay ahead.

4. Build Teamwork Working together makes everyone stronger. Plan team lunches or group projects. When employees feel connected, they do their best work.

5. Make It Fun Learning does not have to be boring. Use games or interactive activities. Keep them engaged and eager to learn.

6. Set Clear Goals Help new hires know what success looks like. Give them achievable goals. Show them the steps they need to take.

7. Keep Supporting Them Support does not stop after the first day. Check in often. Give feedback. Offer mentorship. Show them they are not alone.

When you follow these steps, the onboarding experience becomes special. New hires feel valued and ready to succeed. 

Activities to Make the Best Employee Onboarding Experience 

Onboarding should be exciting. It is the first impression of your company. Add some fun and meaningful activities. This will make the employee onboarding experience unforgettable. 

Icebreakers and Team Activities Start with icebreakers. Let new hires and old employees get to know each other. Plan team-building exercises to encourage teamwork. 

Company Tours Take them on a tour of your workplace. Show them around. Let them meet key people. This helps them feel like they belong. 

Culture Workshops When new employees join, first teach them your company values. These values show what your company stands for. You must also explain your mission clearly. Tell them why your work matters to the world. This helps them see why their role is special. It creates a strong connection between them and the company. 

Role-Specific Training Every job is not the same. Train employees for their job only. Give them the tools to do their work well. Offer resources that help them grow in their role. This makes them confident and ready. 

Buddy System It is not easy for new employees to adjust. Pair them with someone experienced, like a buddy. The buddy can guide them and answer their questions. This makes the onboarding experience less stressful. They will feel supported and not alone. 

Tech Training Technology can feel confusing for new employees. Show them how to use work tools step by step. Teach them about the software your company uses. Make sure they feel comfortable using technology. This makes their work easier and faster. 

Welcome Events Welcoming new hires is very important. Plan a lunch or outing to make them feel part of the team. A relaxed setting helps them connect with others. It also creates a friendly bond with the company. People work better when they feel welcome. 

These small efforts make the employee onboarding experience better. They help new hires feel happy and confident. A calm and warm start creates a strong connection with them. 

Use Software to Make Onboarding Easy Managing onboarding can feel like too many steps. It can be hard to handle everything. But onboarding software makes this process simple. It makes everything faster and smoother. 

For example, Beyond Intranet’s software is very helpful. It makes the onboarding experience easy for everyone. 

Here is how it helps: 

1. No Paperwork Hassle New hires can fill out forms online. This saves time and avoids confusion. 

2. All Information in One Place Store all onboarding materials in one system. Employees get everything they need in one place. 

3. Automated Tasks Repetitive tasks take time and may cause mistakes. Automation solves this problem. It also saves energy. 

4. Track Progress You can monitor every step in the onboarding process. Fix small problems before they become big issues. 

5. Support Communication Chat and virtual meeting tools connect everyone easily. They help new hires feel supported from day one. 

6. With software like this, the best onboarding experience becomes possible. It removes stress for new employees. It also makes the process smooth for the company. 

Final Thoughts  

A good onboarding process is very important. It sets the tone for the employee’s journey. A warm start creates the best employee onboarding experience. 

Use the ideas above to make new hires happy. Make them feel confident and supported. 

Also, onboarding software like Beyond Intranet makes everything easier. It ensures a smooth and consistent process. 

Invest in creating the best onboarding experience. This creates a strong bond between employees and the company. A bond that will last for a long time. 

To learn more about Beyond Intranet’s onboarding software, visit here! 

Discover the game-changing potential of Microsoft SharePoint apps. Say goodbye to scattered data and embrace the power of cloud-based solutions. Streamline your HR processes with automated approvals, organized files, and a one-stop HR hub.  

Elevate applicant quality, employee satisfaction, and performance management effortlessly. Seamlessly integrate Power Apps and Flow for information delivery on any device.  

Get ready for the top 5 SharePoint apps that will revolutionize your organization’s efficiency and productivity. Unlock the full potential of Microsoft SharePoint applications today! 

Employee Onboarding and Offboarding Software 

Discover the power of SharePoint apps, the ultimate solution for accelerating onboarding and offboarding processes. With this incredible SharePoint app, organizations can ensure a seamless transition for new employees and provide faster access to essential resources. 

Proper procedures guarantee that access to protected systems is based on role, not identity, revolutionizing the way things were done before. No more waiting for days or weeks to access critical systems. Now, employees in every function can reach the systems they need within hours or less. 

SharePoint empowers employees to: 

• Turbocharge their ability to contribute value to the organization 

• Escape the “new job limbo” phase and feel at home in their roles sooner 
• Discover a newfound passion and love for their jobs 

Offboarding: Leaving a Lasting Impression 

It’s never easy when a worker Bid farewell to departing employees with grace and leave an impression that will endure. Offboarding, the final step in an employee’s lifecycle, requires a well-planned program that avoids common mistakes and eases the departure process for both parties involved. 

Explore the significant reasons why SharePoint offboarding is crucial: 

• Stay connected with employees who are leaving, fostering lasting relationships 
• Clear terms for leaving increase the likelihood of top talent returning 
• Learn valuable insights from departing individuals, enriching your company’s growth. 

But since offboarding is the last step in an employee’s lifecycle, a company needs to leave an impression that will last. 

A well-planned offboarding program can help you avoid common mistakes and make the whole process of leaving easier for both you and the person who is leaving.  

Let’s look at some of the most important reasons why SharePoint offboarding is so important. 

• You can keep in touch with employees who are leaving. 
• Good employees are more likely to come back if the terms for leaving are clear. 

• You can learn a lot from people who are leaving your company. 

Employee Directory: Unlocking the Power of Information 

Within SharePoint apps lies a treasure trove known as the SharePoint Employee Directory. This comprehensive database records names, email addresses, contact information, certifications, and job-related details of all employees across the organization. It also allows for the inclusion of personal anecdotes and intriguing facts. Organize, define, and designate these databases for specific tasks, harnessing the true potential of SharePoint. 

Embrace the world of SharePoint apps, including the best SharePoint add-ins, custom apps, Microsoft SharePoint applications, 365 apps for business, and SharePoint online apps. Experience the seamless collaboration and streamlined HR processes that SharePoint offers, propelling your organization to new heights. 

Common Uses of a Company Employee Directory  

Let’s explore how an employee directory can revolutionize the way employees connect and collaborate within an organization. 

1. Streamline Collaboration: A company staff directory provides a clear view of the positional hierarchy, enabling employees to easily identify the right person to collaborate with. It’s a valuable resource that facilitates day-to-day tasks and ensures seamless information sharing among colleagues. 
2. Locate and Schedule: With an employee directory, finding someone’s location and understanding their schedule becomes a breeze. The directory includes essential details such as employee availability and office location, making it effortless to schedule meetings and coordinate across different time zones. 
3. Connect Effortlessly: Utilizing the employee directory, employees can swiftly connect with their colleagues without the need for lengthy email exchanges. Whether it’s a quick call or remote collaboration, the directory offers instant access to contact information, fostering efficient communication and enabling remote workers to connect and understand their co-workers better. 

Features 

Features of an efficient employee directory are listed below- 

• Seamless Integration with SharePoint: The integration of SharePoint applications enhances the accessibility and customization of a top-notch company employee directory. With apps for SharePoint, best SharePoint add-ins, and SharePoint custom apps, employees can enjoy a user-friendly and personalized experience tailored to their specific needs.

• Intuitive Navigation and Engaging Design: A well-crafted employee directory embraces user-friendly navigation and an engaging visual interface. By incorporating Microsoft SharePoint app features, such as 365 apps for business and SharePoint online apps, the directory becomes a visually appealing and easy-to-use tool for employees to navigate effortlessly.

• Real-Time Updates: The power of SharePoint lies in its ability to provide up-to-date information. With SharePoint applications, the employee directory ensures that changes in job titles, locations, projects, and more are instantly reflected. This automation and real-time updating feature enables employees to access the most current and accurate information.

Organizational Chart  

An invaluable tool for businesses. Among its many features is the Office 365 org chart, which visualizes the internal structure and collaboration within a company. This chart paints a clear picture of job roles, responsibilities, and relationships, accommodating both physical and virtual office setups. It proves particularly useful for employees working remotely or in various locations. 

With Beyond Intranet’s SharePoint org chart, you can effortlessly present your organization’s structure in an easily understandable flowchart format. This user-friendly feature fosters effective communication and encourages meaningful connections among team members. 

Let’s explore the layout and syncing capabilities: 

• Seamlessly sync employee information from SharePoint user profiles, ensuring accuracy and efficiency. 
• The self-explanatory flowchart visually depicts the company hierarchy, making it easy to comprehend. 
• Display employee details in an attractive tile pattern, showcasing their profile pictures, names, departments, and designations. 
• Enjoy the convenience of exporting org chart data to Excel for further analysis and reporting. 

Now, let’s delve into the configuration and management of hierarchy content: 

• Effortlessly assign alternate departments or managers to the same employee, adapting to unique organizational needs. 
• Streamline employee search by filtering based on departments, enhancing efficiency in finding relevant information. 
• Highlight employees who have no reporting managers, promoting transparency and clarity in the hierarchy. 

• Exclude specific employees using the Excluded Users Name feature, tailoring the chart to your specific requirements. 
• Take control of your hierarchy view, effortlessly switching between vertical and horizontal layouts. 
• Implement user-based access controls for the Configuration section, ensuring secure management of the org chart. 
• Utilize different tile colors to indicate employees listed in multiple departments, simplifying visual identification. 
• Exclude any department effortlessly, allowing customization based on your organizational structure. 

• Leverage the Department Mapping feature to initiate the hierarchy from any department, accommodating diverse starting points. 

Knowledge Management 

A Knowledge Management software portal is a game-changer for employees and HR departments alike. It streamlines communication, enhances collaboration, and ensures information is readily available. 

At its core, a knowledge management site serves as a centralized hub for essential information. From firm policies and guidelines to training materials and job-specific details, everything is meticulously organized. This saves employees valuable time and boosts their productivity by eliminating the need to scour multiple sources for information. 

But it doesn’t stop there. These knowledge management sites foster internal communication and collaboration. They provide employees with a platform to share valuable insights, submit ideas, and contribute to the collective knowledge of the organization. Simultaneously, HR staff can effortlessly communicate significant updates and modifications to the entire firm, enabling better decision-making, problem-solving, and increased productivity. 

Moreover, these knowledge management websites serve as a powerful tool for tracking employee performance. HR teams can leverage training and development modules to monitor individual progress, identify skill gaps, and tailor targeted interventions. As a result, employee retention and overall performance can significantly improve. 

Embracing a knowledge management portal, powered by SharePoint applications and custom apps, is a surefire way to supercharge organizational productivity. It simplifies access to critical information, fosters seamless communication and collaboration, and enables the efficient tracking of employee progress and performance. The impact is clear: increased productivity, enhanced retention rates, and elevated employee satisfaction—all at a remarkably low cost. 

Employee Spotlight 

The Employee Spotlight portal is a powerful tool that benefits both employees and HR personnel. It enhances employee engagement, communication, and recognition, fostering a positive and productive work environment. 

With SharePoint applications and custom apps, the Employee Spotlight website becomes a platform to celebrate and honor employees for their exceptional efforts. Whether it’s exceeding performance targets, taking on additional tasks, or going above and beyond, this recognition boosts morale, increases engagement, and promotes talent retention. 

Furthermore, an employee-dedicated website enhances internal communication and teamwork. It provides employees with a space to share achievements, exchange best practices, and learn from one another. HR teams can also utilize the platform to share important company news and updates, fostering a sense of unity and collaboration. 

By leveraging the Employee Spotlight site, powered by Microsoft SharePoint applications, organizations can unlock remarkable benefits. It recognizes and values employee contributions, facilitates effective communication and collaboration, and cultivates a strong sense of community and belonging. This, in turn, enhances engagement, improves retention rates, and increases overall employee satisfaction. The best part is that these outcomes are achieved at an affordable cost. 

Conclusion 

In addition to these remarkable benefits, the SharePoint HR site offers a plethora of options to enhance your existing HR procedures. If you’re already part of the Microsoft 365 family, transitioning your HR processes to leverage SharePoint applications is the optimal choice. This holds particularly true when integrating SharePoint with Office 365. 

If you’re eager to explore further possibilities, don’t hesitate to reach out to us at Beyond Intranet. Our team is well-equipped to guide you through the array of HR apps designed to automate and streamline your HR processes. 

Discover the power of SharePoint custom apps and the seamless integration of Microsoft SharePoint applications within your HR operations. Unleash the true potential of 365 apps for business and SharePoint online apps to revolutionize your HR practices. Contact us today or delve into the world of SharePoint apps to unlock the next level of HR efficiency. 

Employee offboarding can considerably impact the health and experience of a departing employee, so the company must appreciate the time invested by the departing employee. This practice lifts the spirits of the entire team and fuels positive energy among the employees. 

Practices that should be opted by the company for their departing employee

When an employee plans to leave on his own will, the company should find out the reason behind this decision and take genuine feedback from the departing employee on the company’s work culture, ethics, performance, and attitude towards the employees. 

Additionally, the company should prepare all the essential documents, including the written resignation letter, non-competent agreements, tax documents, and non-disclosure statements. When leaving, the company must provide the employee with the last paycheck and inform the employee about other benefits and insurance.

The company should add details of the departing employee in the database, which can be helpful in the future. Other practices can be to engage the departing employee in an alum group and inform the IT and payroll about the departure. The company should let the teammates know about the departing of their fellow mates and further assign the duties of the departing employee to some other employee.

Lastly, all the departing employees should go through a standard mechanism of offboarding. There is always a possibility that the former employee becomes a future employee of the company, so the company should take measures to give the employees an easy and stress-free exit. Rehiring former employees is always an advantage to the companies as less time is spent explaining the company’s objectives and future goals to them.

Thus, from an organizational point of view, rehiring is cost-effective and boosts productivity. The offboarding process is the key to ensuring that the former employees remain loyal to the company even after departing.

Importance of building a proper offboarding regime

The offboarding process is the last opportunity for the company to showcase how much it values its departing employees. A smooth employee offboarding process drives brand advocacy.

Companies should ensure that their departing employees leave as brand advocates and don’t spread negativity about the organization on social media platforms and company websites. Departing employees can provide valuable company feedback utilizing exit interviews. 

Exit interviews are an effective method that helps identify company improvement opportunities. Also, companies must deny access to any company records to former employees to ensure data security. Former employees have often deleted essential files and scammed the company’s clients. Thus to ensure that the sensitive data is secure and private, companies must change account information for leaving employees.

Ensuring a smooth transition to the next chapter

It is most likely that the offboarding employee is planning to join a new work environment after leaving the current company. Companies must ensure that the offboarding process encourages the departing employee to handle the new job enthusiastically. 

Also, collect the personal email address of the departing employee, as engaging with former employees can build referral networks and lead to business development. Referrals from former employees serve as actionable cost savings for the company. 

Additionally, companies must acknowledge the contributions of the departing employee as this becomes an excellent way to recognize the employee’s efforts toward the organization’s growth. A departing employee deserves the same care, empathy, and attention enjoyed by current employees. 

Use of employee offboarding tools

Employee offboarding tools are specially designed with access to dashboards outlook to automate these processes and interact with the new employees most efficiently. The software helps streamline business processes, minimize paperwork and focus on building good relationships with the employees. 

Employee offboarding software can help maintain an employee offboarding checklist template that drives productivity. The offboarding tool, which has the checklist templates feature offering customization is essential for companies and must be used to ensure smooth and hassle-free processes.

Benefits of using offboarding checklist template and employee offboarding checklist

An offboarding checklist template immediately removes the employee from all the projects after the termination date. The employee offboarding checklist helps recover all company assets, badges, access cards, and other technology items that may be in their possession before their leave date. Retrieving all the company resources in advance, updating passwords, revoking employee access, and updating the company website are some other essential practices that have to be followed before the employee is departed. In addition, an employee offboarding checklist also contains a vital column containing a list of contacts possessed by the employee, along with the location of records. These details are critical to ensure that other processes are not disturbed due to an employee’s departure. The checklist also consists of outstanding reimbursements, health information, and the status report of ongoing projects. Thus the employee offboarding checklist consists of all the necessary tasks and activities that should be performed and checked before the employee departs. You are assured that all the details are properly documented for security reasons.

Is there a need to automate the employee offboarding checklist

Multinational corporations and businesses need to automate the laborious process of offboarding and offboarding employees to improve employee efficiency and minimize the probability of losing any crucial detail from the departing employee. 

Automating the manual tasks of collecting information from departing employees and welcoming the new hire makes the process smoother and more accessible for all parties. Smooth offboarding operations leave the door open for the departing employee’s return and help celebrate the last few days of the employee in the organization. 

How can the employee offboarding process play a significant role in company success?

The offboarding process should ensure a positive end-off and minimal impact on company operations. A bumpy transition period may hurt its appeal to prospective candidates. Employees leave their current employer due to unavoidable reasons or a lack of growth or opportunities. 

Other reasons can be the company culture or low compensation. These reasons, when rectified, can lead to rehiring the former employees. Some revolutionary decisions taken by the company can also lead to rehiring. A former employee will undoubtedly join the former employer if a return to the company becomes an attractive option. 

As recruiting processes are tedious and complex, companies never say no to returning employees. Thus an offboarding process can lead to the company’s success as a departing employee allows the company to rework its policies and analyze its culture.

Making memorable experiences of offboarding employees

Effective communication is the key to graceful departures and exciting entries. Exit interviews with the offboarding employees would allow the company to work on its loopholes. Building good relationships with the new onboards would help establish a solid business reputation in the market. Exit interviews can transform operations and give insight into the organization’s strengths and weaknesses. Companies must remember that last-minute impressions of the departing employee can affect the company’s brand image in the outside world. Thus, employee offboarding checklists, offboarding templates, and tools will help build foundations for a robust and lasting relationship.

I think most businesses can go paperless without too much trouble, and I think the last two years have shown that. During the COVID-19 pandemic, many companies are moving to remote work. This is the perfect time to make sure that your processes for hiring new people are smooth and easy.

If you want to go paperless but don’t know where to start, this short guide will tell you all you have to learn to set up your system.

First, though let’s talk about what paperless onboarding means

The paperless onboarding process speeds up and simplifies using employee onboarding software or a unified HR management solution. With these tools, onboarding is done in a new way that makes it flexible, automatic, and personal. As a result, it makes employees more engaged, reduces ramp-up time, and ensures processes are followed.

Now that we know what paperless onboarding means, let’s look at how it can help.

Benefits of a paperless onboarding system

Moving the onboarding process of your business from pen and paper to the cloud has many benefits. Some advantages are:

• Eliminating human errors
• Time savings
• Costs cutting
• Employee experience
• Recordkeeping
• Compliance

Eliminating human errors

With manual onboarding, it’s only a matter of time before a mistake is made. Errors in data entry can lead to wrong SSN numbers, direct deposits, or W2s. Businesses have to pay IRS fines because of these mistakes. By filling out forms online, information can be shared between different systems without the chance of human error. If mistakes happen, information can be changed quickly in one place and sent to all platforms simultaneously.

Time savings

One of the best things about a paperless onboarding system is how much time it will save your staff. Paperless onboarding eliminates the need to do things by hand, like a print, store, and look for files. The people who work in HR won’t have to look for lost paperwork. This process can be automated by giving new hire paperwork to employees, sending out reminders when forms aren’t filled out completely, and storing documents in a single cloud platform.

There is no need to enter data because the needed information about your employees will be sent directly to other parts of your business. For example, employees can quickly fill out the forms they need to set up payroll and benefits. So, your employees will have a better time working on the business and helping the company reach its goals.

Cost-cutting

Many business owners will like how a paperless onboarding system helps them save money on extra costs. There is no longer a necessity for paper, printing supplies, or storage space. This can save businesses thousands of dollars annually, especially those with many employees. The money saved on costs can then be used to buy better resources for a business. Cloud-based software is a better business run because it saves money and can be expanded.

Employee experience

A process that doesn’t use paper is much better for employees than one that does. New employees can quickly enter their personal information, fill out forms, and even sign up for benefits. This process can also be done at any time from their mobile device. They wouldn’t have to wait to get their first paycheck or benefits.

Record Keeping

In addition to saving time, the paperless onboarding process helps your business keep better records. The paperwork for new hires is kept in one place, making it easy to find when needed. Documents won’t have to be checked on all the time by management. Instead, they can quickly check the status from anywhere at any time on their desktop or mobile device. Also, you don’t need to fear missing a required form because the process can be set up ahead of time to ensure it is the same for each new hire.

The process of getting new employees started is essential if you want to keep them. This is the first time a new employee works for your company, and a well-planned start can retain them longer. As part of a digital experience that gets employees more involved, you can also set up a welcome video and virtual training classes.

Compliance

Compliance goes up for any business when the onboarding process is automated. The needed forms can be set up once at the start and used for every new hire. This means that your approach needs to be consistent and correct. No forgetting to get a Form I-9 or send information about benefits to a new hire.

Also, if you let your employees enter and upload their own information, you reduce the chance of human error right away. Getting rid of mistakes means improving compliance.

Best practices for a paperless onboarding system

Make sure the process is set up for the right reason: To create a paperless onboarding process, management must ask themselves a few key questions, like:

“What impression do you want new hires to have at the end of the first day?” “What should new employees know about the culture and work environment?” and “What goals do you want to set for new employees?” This will help HR figure out the onboarding program’s primary goal and why it exists in the first place.

Enable operations to be done online: From an HR Operations point of view, many onboarding tasks will need to be rethought from a logistical point of view. HR must start by making a list of things to do, such as turning any paper training manuals, employee handbooks, contracts, and policy and procedure packets into digital files. Companies would do better to put money into an employee portal with an onboarding module.

Allow two-way communication: An onboarding system shouldn’t be a one-way way to give information. Instead, it should allow two-way communication and discussion. For example, virtually putting new team members in touch with leaders is a great way to make them feel like they belong. Having one-on-one meetings with new hires is an excellent way to give them support when they need it. A virtual buddy program can help people connect in a fun, casual way.

Align tasks that can be done at your own pace: Self-service modules work best for today’s employees, whether they need to find out about company policies or benefits or upload legal forms. The onboarding HRIS module must be built with the right ways to finish, like email triggers and completion dashboards, to ensure that the process is completed as expected. A self-paced module creates a pull instead of a hard push, putting the new joiner at the center of the process.

Follow compliance rules: There are many governments and legal requirements for new hires, such as employment forms, payroll data, etc. From a compliance point of view, this part of the onboarding system must be made with all the necessary checks and balances. Process workflows must follow quantitative and qualitative rules and be checked at every step by both machines and people.

Make sure people can get to it: Just because something is not visible doesn’t mean people won’t remember it. In fact, new technologies are not even close to being out of sight. Tools for virtual collaboration, like digital conferencing, file sharing, messaging apps, etc., give people a lot of power to work together online. But when HR is making the modules, they need to remember that access is more than just making connections. It also means giving people access to resources, tools, and information that can help them learn to do their jobs well.

Encourage regular touchpoints for feedback: Virtual connect should also work in the other direction, allowing the new hire to give feedback. HR technologies like surveys for new hires, one-on-one meetings, and software for tracking goals and performance can help create these different ways for people to give feedback.

What Beyond Intranet can do for you

No more missing information to find or hard-to-read handwriting to figure out. With Beyond Intranet’s HR Onboarding Software, your organization can reach a new level of paperless efficiency. By letting new employees fill out their onboarding paperwork in a secure web environment, those days of a lot of paper will be over. When it’s time to hire someone, not only is it easier to onboard them, but you can even choose from a variety of email templates to send and welcome your new employees, directing them to your company’s paperless onboarding Portal. Once your new employee has turned in their paperwork, our Onboarding solution keeps working for you.

Time to go paperless with Paperless Onboarding System

In managing the workforce, onboarding is a crucial step. But it is often forgotten or poorly handled when it is managed by hand. So, it can make a wrong first impression on your new hires. Worst of all, a lot of paperwork, missing information, and busy managers can make it take longer for an employee to be productive.

Because of these things, different industries have turned to a single solution for clean, fast, and efficient new paperless onboarding. No matter the kind or size of business, all roads lead to paperless onboarding. Ready to get rid of paper? You can get help from Beyond Intranet. Click here to open the door to a limitless world of easy Paperless Employee onboarding.

It is tough to let go of people easily, whether employees, patients, vendors, nurses or students. But that doesn’t mean you shouldn’t have the tools to measure their transition into a new phase with an outcome-driven and cost-saving program.

“Onboarding” is one of the words that people use to talk about good HR practices in the 21st century. Simply put, platform-driven Onboarding is a way for HR managers to ensure new employees get the right resources, training, tools, and coaching to start their careers on the right foot with as few problems as possible. 

“Offboarding” is also something companies and their HR managers must deal with. Offboarding could be because of mergers, cost-cutting measures, restructuring, or other things.

But that’s not the whole story. Besides employees, there are so many other kinds of Onboarding and Offboarding that happen in an organization. 

The Solution

And unfortunately, there aren’t many tools that can solve it all in one place. Up until now. Introducing customized tools for Onboarding and Offboarding powered by the SharePoint technology.

Before we get into how the tool benefits you in several places and where you can use these powerful tools to make the Onboarding and Offboarding process easier; let’s take a quick look at what these can do for you. 

Sync with Outlook Web and Outlook desktop to get a task overview, task update progress status overview, close a task and comment on tasks with one click, all in an Outlook pane.

• Microsoft Outlook is easy to set up and install.
• At a dedicated Outlook pane, you can see an overview of your tasks and update their progress with just one click.
• Compatible with both Outlook for Web and Outlook for desktop.
• Branding that is specific to Microsoft Outlook makes the user experience better.

Installing the Microsoft Teams web or desktop client is easy and can be used to give new employees an overview of their tasks and update their abilities.

• Microsoft Teams is easy to install and set up.
• View an overview of onboarding tasks and the ability to update.
• Compatible with both the Web version of Microsoft Teams and the desktop client.
• Branding that is unique to Microsoft Teams makes the user experience better.

Your Onboarding and Offboarding via SharePoint will demonstrate your commitment to current and former staff and every single resource in sync with your organization. 

Let us see the areas covered by these SharePoint powered tools.

Client Onboarding And Offboarding

The client onboarding process should move your client along the same way that the gentle current of the ocean moves you away from the shore without you realizing it. 

The goal of Onboarding is to make an excellent first impression and make the client’s journey as smooth and easy as possible. But what about the process of letting a client go?

In a way, you want each client’s offboarding process to be the same. It’s a bad experience to finish a project with a client and then stop working together. 

Now, the whole process is more successful if you have a strategic and automated client offboarding process in place. And SharePoint has just what you need. Helping you change both the Onboarding and Offboarding of your clients. 

In terms of Onboarding, all the things you do to get a client are put into simple, automated workflows that help you turn your new client into a super fan.

Ways SharePoint helps you onboard clients:

• You don’t need to keep typing the same emails for each new client.
• When you’re too busy to check your email, your slow response won’t slow down the onboarding process.
• You won’t have to send numerous emails back and forth trying to find a time that works for you and your client.
• You can’t “forget” to send that email, proposal, contract, or invoice.
• You’re free to think about other parts of your business.

Some examples of offboarding steps might be:

• Final call
• Final invoice
• Thank you note or email
• Request for feedback
• Follow up after a few weeks

Pros of using SharePoint to offboard clients:

• You help the client have a good “last impression” of your business.
• You get helpful feedback to make your process better in the future.
• You allow your client to do more business with you and work on more projects.
• They don’t have to guess what will happen next.
• They’ll be heard.
• It lets you make changes if you need to.

Isn’t it amazing? You can look into how SharePoint can help your business get similar benefits right now.

Vendor Onboarding And Offboarding

Many data breaches and hacks are because of third parties that aren’t secure or aren’t managed well. This includes vendors, cloud companies that provide software or infrastructure, and supply chain partners. 

When managing third-party risk, one of the most important things is having good onboarding processes to give these entities access. 

This includes both Onboarding and Offboarding vendors smoothly and safely. Each vendor in your company’s supply chain has a lifecycle that starts with the initial review and Onboarding and ends when the vendor’s contract is over. 

Whether a SaaS vendor or a tech vendor, a vendor onboarded wrongly could have too much access, insufficient access, or even be banned by their employers. 

Strong offboarding policies are also essential but often overlooked. When an organization stops working with a vendor, it needs to eliminate any inactive or former representatives immediately. This protects the organization from security risks and closes any security holes caused by shared credentials.

When you move procurement and vendor relationships out of the accounts payable department and into a more strategic role in your company, you get more competitiveness, better efficiency, less risk, stronger relationships, and a stronger brand. 

Vendor Onboarding benefits with SharePoint

• Better competitiveness
• Better efficiency and more money
• Risk Mitigation
• Better relationships
• Boost Brand

Vendor Offboarding with SharePoint

When adding a new supplier, it’s essential to pay attention to the details. Less talked about, but what happens when you offboard one is just as important.

Vendor Offboarding Benefits with SharePoint

A smooth process for offboarding a vendor is integral to managing vendor relationships. It can save you money and stress at the end of a contract and ensure your vendors have a smooth transition.

Employee Onboarding and Offboarding

The SharePoint based onboarding and offboarding tool can help speed up the process of getting new employees up to speed and ensure that employees have access to everything they need faster. This is very helpful for organizations in many ways

Proper practices ensure that a person’s access to secure systems is based on their role, not on who they are. 

Employees in each role get access to the systems they need in a few hours or less, unlike old ways of doing things that take days or weeks to access essential systems.

SharePoint helps employees:

• Become more valuable to an organization more quickly.
• Feel more comfortable at work faster by getting them out of the “new job limbo” phase more quickly.
• Enjoy their jobs more quickly.

Offboarding an employee

It’s never easy when an employee leaves. But since offboarding is the last step in an employee’s lifecycle, an employer needs to make a good impression that lasts. 

A well-thought-out offboarding program can help you avoid common mistakes and make the whole leaving process easier for you and the person leaving.

Let’s look at some important reasons why offboarding with SharePoint is essential.

• You can keep in good contact with employees who are leaving.
• Having a transparent way of the terms of leaving will make it easier for good employees to come back.
• Learn from employees who are leaving.

Student Onboarding and Offboarding

Are your programs for getting students started openly to all kinds of students? And do they have a good balance of the things that make great student experiences?

If you have an extensive overview of the onboarding experience, you can build onboarding programs that will make current and future students happy.

• Where is there a chance of dropping out early?

Find the students or groups of students who are most likely to benefit from your extra help.

• How should you mix learning with getting to know people?

Different students need different things to be done. Find out how you can meet the needs of all your students.

• Use what you’ve learned from the best on the rest

Find your best practices for Onboarding, explain why they work, and use them on a larger scale.

The advantage of Student Onboarding through SharePoint powered to

     1. Collaborate

Simple dashboards send the right information to all your coworkers helping with your Onboarding.

     2. Get more experience

Find out how your Onboarding fits in with everything that happens before and after.

     3. Benchmark

Get both internal and external benchmarks to help you improve.

Offboarding a Student

When a student leaves your institution, making their last day as meaningful and thought-provoking as possible is essential.

Using SharePoint to streamline an “exit” has two benefits:

• Students are given a chance to think about their whole experience, which makes it more likely that they will learn something from it.
• You can get feedback that can help you keep making the experience better for future students.

Patient Onboarding and Offboarding

Benefits Of Patient Onboarding with SharePoint

One of the benefits of the healthcare onboarding tool powered by SharePoint is that it helps people commit to continuous improvement. 

Onboarding patients is a complicated, critical, and ongoing process that sometimes needs to be changed.

Each institution uses a different method while onboarding patients. It’s important to know what’s going on.

It should also give your employees new ways to deal with organizational change. This helps address the need for higher quality healthcare, lower costs, and improved patient experience.

Onboarding helps keep new patients and makes them more connected to the organization with needs. In the same way, patients served well during one course are likely to return to your institution only if they go through a structured onboarding program.

Offboarding patients: What to Do

This process is just as necessary as the onboarding process. This hurts the reputation of the practice or the organization.

• This step is vital to building trust and an organization’s good name.
• An official process should be used to fill out official forms and return materials if any are needed.
• Also, you should learn about the patients’ experiences and is the discharge apt as they wanted it to be.
• This information can be used to enhance the organization’s future patient onboarding process.

Conclusion

The competition is increasing steadily in today’s market. Organizations are ready to go beyond to grab attention. No matter what industry you belong to, Onboarding and Offboarding are processes that must be present in your organization. 

As discussed above regarding each process, SharePoint offers infinite advantages to every sector.

Many platforms attempt to make Onboarding and Offboarding experiences easy. But SharePoint designs the Onboarding and Offboarding processes based on your organization’s needs, goals, priorities, and culture. It helps to simplify these processes.

Choose SharePoint for your practice to make it more effective. Schedule a free demo with us today to get hold of our products which surely increases your organization’s performance.

With the global digital workplace market projected to grow to USD 72.2 billion by 2026, it is clear that contemporary businesses understand the value of the remote work methodology. But the digital workplace can make onboarding inefficient and downright clunky. 

Being as welcoming as possible is critical to employee satisfaction and retention, with research by Jobmesh indicating that successful onboarding can improve employee retention by 82%. 

What’s more interesting is the report indicates that 82% of organizations do not onboard employees well. The typical onboarding program is 90 days long, but depending on the industry and area of specialty, it can last up to a year. This underlines the importance of proper HR onboarding.

The pandemic fortified the need to fix the lapses in onboarding processes in a digital workplace. And this is where SharePoint came into play. 

Using it with additional integrations from the Microsoft Marketplace helps HR professionals support employee onboarding in many ways.

We walk you through why SharePoint is the Best Platform HR onboarding software for your business in this post. 

What is SharePoint?

SharePoint is an automated platform by Microsoft that allows organizations to manage the many aspects of their internal processes. 

You can think of it as a website-based collaboration system that allows businesses to store, access, organize, and share information from any browser.

It uses workflow applications, list databases, and an array of other web components and security tools to enable teams to work together without much hassle.

The platform makes it convenient for managers to control access to information and automate workflow processes across departments. 

SharePoint is popular because it is exceptionally easy to maintain and has a simple interface that is easy for any business user to understand. Moreover, the platform is fully customizable and massively scalable, inherently making it the right platform for building portals for HR onboarding.

The process of employee onboarding is made easier by installing one of the specially-built add-ins for SharePoint for this purpose. 

SharePoint For HR Onboarding Tool

Understanding the full spectrum of benefits is vital before investing time and resources into implementing the use of any tool in your business’s workflow. We’ve highlighted the benefits SharePoint can offer when used as an Employee Onboarding System.

• HR Teams Can Offer a Secure Site Before Day One

When prospective employees confirm that they are accepting the role, they must fill out a lot of paperwork before their first day. Besides, HR teams need to provide a lot of information to the new employees to read.

Completing these formalities before day one ensures that the employee has all the equipment, accounts, and details they need to quickly get up to speed with operations. 

Besides, taking the proactive approach ensures that new employees learn how the company operates and meet their colleagues. 

Completing all these tasks can be facilitated by creating and sending a SharePoint HR onboarding portal before the first working day. 

HR teams can use Microsoft Forms with Power Automate workflows to help employees fill out the necessary forms.

Offering employees an easy-to-navigate website and IT and HR teams an easy way to sift through the data makes the process convenient for all parties. 

Furthermore, offering internal information over a sophisticated HR onboarding portal proves far more efficient than sending complicated emails and long threads.

Most businesses are looking to give new employees a flying start, and add-ins like the one offered by Beyond Intranet with SharePoint make this achievable. 

• Create a Hub for Employees

Creating an intranet for your organization using SharePoint allows you to store and organize all the resources that new and old employees need to carry out internal processes smoothly.

Content such as policy information and learning resources can be served to new employees by implementing a hub comprising everything a new employee needs to go through. 

The resources offered may include checklists, video tutorials, and presentations. Depending on the tool you use, you may also be able to display a calendar on the dashboard with all the milestones an employee needs to complete.

If you’re set on building a new hub for every employee, it is worth taking the time to build it with personalized and targeted web parts. 

In other words, you can build the hub to offer resources relevant to their location, department, and role. 

• Easy Setting of Personalized Tasks with Automation and Workflow

Keeping track of all the tasks – policies to read, forms to fill, and training to complete – can be challenging for new joiners in a digital workplace.

Aggregating these tasks into a targeted list can help HR teams ensure that new employees are on top of all the tasks at hand. 

Creating a set of personalized tasks in a SharePoint intranet is easy. While you can customize the platform, most HR Onboarding Software allows you to use the Power Automate technology to deliver appropriate workflows to all employees.

• Enforce Mandatory Reading of Policies

Contemporary organizations have a lot of policies that employees need to abide by. In most cases, employees must go through various documents outlining HR policies, including professional conduct policy, social media use policy, and IT policy.

Besides these documents, new employees may also need to complete risk compliance procedures, going through and digesting the information in long documents. HR teams must assist new employees and ensure they comply, which can get complicated in a digital workplace.

SharePoint facilitates both – the dissemination and monitoring of mandatory reads of these critical documents. Team managers can easily monitor completion through reporting features on the HR onboarding portal.

• Get Feedback and Improve the Employee Onboarding Program

Keeping communication channels open and taking feedback from new employees that completed the onboarding process is key to identifying any lapses in your approach. Fixing issues and making improvements as you go will ensure future employees have an easier time with onboarding.

There are several methods of taking feedback using SharePoint. HR teams can take the simple approach and embed a Microsoft form asking specific questions and seeking detailed feedback.

The teams can also embed a Yammer community on their SharePoint portal to keep the discussion open to all employees. 

Besides helping HR teams improve internal processes, getting feedback also sends a positive message to new employees and makes them feel valued.

Beyond Intranet’s SharePoint HR Onboarding Solution

Beyond Intranet offers an Employee Onboarding and Offboarding add-in designed to work with SharePoint. With it, HR teams can manage and automate the several onboarding and offboarding tasks new employees need to complete.

Using this add-in removes the need to do paperwork and rids the organization of redundancy issues. The add-in allows teams to organize information according to organization rules and practices.

Assigning tasks and fostering collaboration between departments in a digital workplace becomes seamless and convenient. The best part? All of this is facilitated in a secure Microsoft environment.

The Employee Onboarding and Offboarding add-in can also help improve overall business efficiency by removing the need for teams to follow up with employees and assign more tasks manually.

Best Features

The best features the add-in offers include:

• The onboarding checklists allow teams to keep all stakeholders informed about the status of the new hire and streamline orientation. 
• HR teams can flexibly send welcome emails, collect required information, and assign tasks with timely reminders.
• The teams can also create offboarding tasks for employees and allocate them to the other departments as required. Employees have a hassle-free exit, and everyone on the team is always on the same page. The add-in automatically removes the team member from the system on the termination date.
• Hires can quickly and conveniently respond to tasks via email and mobile replies.
• The SharePoint onboarding tool is a central location for employees to ask questions, find resources, and conversate with other employees.
• It keeps track of internal and candidate completion of activities.
• The HR onboarding tool makes mentor/buddy assignments straightforward and helps managers identify a primary performance supervisor.
• Offers an easy-to-use GUI dashboard with role-based access.

Beyond Intranet’s Employee Onboarding and Offboarding SharePoint add-in offers a variety of other features that enable managers to manage an organization’s workforce efficiently.

The point reward system enables managers to set points to reward task owners to encourage them to complete tasks before they are due. Managers can also create reports of total earned points, and employees can redeem points for benefits.

Besides a point report, managers can also generate reports with all the employee information in Excel file format. It is also easy to export an individual’s information as a PDF file.

The tool also helps managers tackle organization-level tasks without much hassle. The staff movement feature allows managers to change an employee’s position, department, location, or other details. 

The feature also facilitates the assignment of tasks for movement across departments and allows managers to view the history of movements for all employees.

Conclusion

SharePoint is objectively one of the best platforms for making an HR onboarding tool – and organizations do not need to hire IT resources to build a tool for them.

There are several SharePoint HR apps or add-ins available that can equip the platform with all the functionality an HR team needs to facilitate professional onboarding and offboarding – digital workplace or not.

Some of these tools, such as the Beyond Intranet SharePoint Onboarding and Offboarding add-in, are available for free for a limited time. Try out a few different add-ins to find one that works best for your business.

The same is the process with employee offboarding as it also involves various tasks like conducting the exit interview, revoking access to the internal documents, ensuring that all necessary documentation and papers are signed and submitted, etc. And most companies fail to complete these processes well-structured, which ends up hurting the company’s image and sales target.

According to a survey conducted by HCI, surprisingly, more than 20% of the newly hired employees leave the job within the first 45 days for a new opportunity. In addition to that, as per the survey conducted by Glassdoor, it was found that organizations with proper onboarding and offboarding processes have a productivity rate higher than 70%, and the employee retention rate is also above 82%.

Thus, in this article, we will cover some of the most important questions like:

1. What are the pitfalls of the onboarding and offboarding process

2. How can Beyond Intranet help you?

3. Why should you go with Beyond Intranet’s Employee Onboarding and Employee Offboarding add-in?

So without wasting much time, let’s get started.

Pitfalls of poor onboarding and offboarding process

Below are some of the most prominent reasons and consequences of poor onboarding and offboarding process. So let’s dig them one by one.

1. Little to No Pre-Onboarding and Offboarding Process

Employee Onboarding and Employee Offboarding are by themselves arduous processes as they involve many tasks to be performed; thus, depending directly on the D-Day, the first day for the new employee to join and the last day for the formal employee to leave can be a wrong decision.

With pre-onboarding and offboarding, you can ensure that you have supplied all the necessary paperwork before the D-Day so that employees don’t feel overwhelmed and rushed during their D-Day. In addition, it will also give employees enough time to go through the documents and other papers provided by you.

Thus, by setting the pre-onboarding and offboarding process in place, you can ensure that there won’t be any delay in the further process and also save much time on the final D-Day.

2. Delaying onboarding and offboarding Process

In the current scenario, every company is trying its best to onboard the best talent. And suppose you make a delay in either onboarding a new employee or offboarding a formal team member. In that case, it might cost you hefty as not only will your organization lose its image in front of the employee, but it can also face negative reviews.

A recent survey from Software Advice found that more than 50% of job seekers initially check the reviews and work culture of the company on websites like Glassdoor before applying there. And no one would use it for companies with a lower rating.

Thus, you must ensure that there is no delay in onboarding and offboarding, as your employees can either build or destroy the company’s reputation based on this step.

3. Lack of a structured onboarding and offboarding process in place

In the current times, most companies have moved to remote hiring and onboarding process. However, they still don’t have a proper employee onboarding and offboarding structure, mainly due to the lack of technology usage.

This lack of a structured process not only results in stress and a lot of manual work for the HR manager and team, but it also creates a bad impression in the mind of employees as the process is stretched too long and delayed due to various things not in place. Employees also remain in confusion and doubt, affecting their performance and work targets, eventually hurting the company’s revenue targets.

According to a research conducted by CareerBuilder, 41% of the employers believe that the unstructured employee onboarding and offboarding process has the following drawbacks to their company:

•  Higher employee turnover
•  Lower employee morale
•  Less productivity
•  Lower employee engagement
•  Lack of trust within the organization
•  Missed revenue targets
•  Higher inefficiencies
•  Lower confidence among employees

Thus, a properly structured mechanism will help the company overcome all the drawbacks and make things smooth and error-proof.

4. Bombarding Too Much Information Too Quickly

Commonly, employees are bombarded with much important information by HRs on their first day of joining, and if they are leaving then on their last day.

There are many signatures to be taken, forms to be filled, and various other things to settle; thus, employees may feel overwhelmed and find it hard to manage and figure out all the things in one go, which may lead to fundamental errors.

So, it’s always good to divide the information into multiple parts with proper structure and time frames and have a booklet or FAQ section available on your company’s website so that it can be referred by employees very quickly.

5. Poor training and Mentor/Buddy Systems

Training and mentorship systems are undoubtedly the foundation that most new employees require to excel in their journey and give the best of their performance to the company.

But it is mainly not prioritized by the companies, leading to lower employee morale, a lack of trust within the organization, lower confidence among employees, and unfavorable work culture.

Companies should provide basic training to new employees as they join the company. It will be like a refresher for the employees who are experts and have relevant skills but the ones who lagged these skills and expertise will get a lot out of this training.

According to a survey conducted by Robert Half, a staffing firm, more than 64% of employees favor job-hopping mainly because of improper work culture and more salary hikes by hoping to the new company.

Dan Schawbel, the founder of Millennial Branding, advises that to create a good work culture and retain existing employees, companies should consider conducting leadership training and mentorship programs from time to time.

6. Lack of proper support and feedback mechanism

One of the dangerous onboarding mistakes which you can commit is not providing proper support and feedback to the employees, especially during their initial months. It is prevalent psychology for employees to expect support and input from the higher authorities or managers at the workplace. If not received, they will feel demotivated and may end up missing the targets and deadlines and even eroding their performance.

Thus, if the new hire is struggling with anything, you should provide the necessary support and conduct at least one 1:1 performance meeting every month.

So, from the above discussion, it’s clear that performance feedback and support play a vital role in maintaining a good working environment and thus are an essential component of the employee onboarding process.

7. Lack of automation

Automation is a helping hand for all the repetitive tasks if used wisely as it offers some the excellent features like:

•  Saving the precious management and HR time by automating the repetitive tasks
•  Speeding up the new employee onboarding process
•  Reducing the new hire onboarding time from more than 3-5 days to just a few minutes
•  Ensuring that all checks are completed while employee offboarding
•  Automatic removal of access to the company’s account after the last day of offboarded employee

According to the survey conducted by CareerBuilder, 2 in 5 HR managers spend more than 3 hours per new team member manually collecting and processing onboarding information rather than capturing it electronically and automating the entire task.

Thus, the consequences of not using automation are way more to be neglected like:

•  Wasting too much time on manual data collection and processing
•  High possibility of delay in onboarding and offboarding employees
•  Lack of effective strategy for onboarding and offboarding employees
•  Missing essential details and documents which the employees needed to submit
•  No proper track record of employees’ work and targets
•  Improper handholding and support to employees

Solution From Beyond Intranet

Companies can’t neglect the above loopholes, and it becomes necessary to overcome them, or they will be on the verge of losing their sales targets and valuable resources. Thus, here comes Beyond Intranet with their best solution, SharePoint Employee Onboarding & Offboarding, a SharePoint add-in to manage onboarding and employee offboarding-related tasks in a secure Microsoft environment.

One of the best parts about this solution from Beyond Intranet is that it is beneficial for onboarding and offboarding employees in companies of all the sizes and all industries, so no matter whether your company is a tech startup, small-scale automotive business, a medium-scale e-commerce business, or an enormous-scale business empire in manufacturing, its suitable for all the types. In addition, it directly impacts your company’s bottom line. It helps you increase your company’s employee retention rate, which is also one of the biggest problems in every industry.

It will also be beneficial for all the stakeholders of the company like:

1. Managers

•  Point Reward System
•  Employees Report

2. Organization

•  Staff Movement
•  Franchisee Onboarding/Offboarding

3. New Hires and Employees

Along with that, there are many up-and-coming features included in SharePoint Employee Onboarding Software so let’s have a glance over some of these:

1. Engage new hires

You can easily connect with the employees before the D-Day and supply all the necessary documents, so they have enough time to go through them. You can also connect them with their teammates and provide details about the company’s values, aim, ethics and mission.

2. Reduce time and increase productivity

You will be able to collect and analyze the data electronically, which will not only help you save much time that you might have to do manually but will also increase your productivity and help establish the core job commitments.

3. Streamline the entire process

You can rest assured that everything will be structured and streamlined, from onboarding new employees to tracking their progress and performance and supporting them whenever required.

4. Make onboarding tasks super easy.

You can easily create a new employee account, manage the induction, generate the required reports, monitor every step during onboarding, and provide training as and when needed.

5. Configure the whole onboarding process

You can easily create multiple customized onboarding processes based on the level of position and the task to be performed by the newly hired employee.

6. Smooth Offboarding

You can also ensure hassle-free, tension-free, and stress-free employee offboarding by assigning them required tasks to the concerned department and ensuring that all those tasks are fulfilled, no documentation is left before the employee leaves, and finally revoking the access of the account, which the employee had access to.

Finally, before we move forward, there is a question for you.

Are you also worried about the Security and Privacy of the employee and internal document data, which are very sensitive?

If yes, don’t worry as you are not alone. Beyond Intranet has also taken care of this in the Employee Offboarding Software, as it is built based on General Data Protection Regulation Act (GDPR). Hence, you can be assured of security and privacy.

Final Thoughts on Onboarding and Offboarding

It is clear from the above discussion that there are various things to keep in mind for your company to ensure that the employee onboarding and offboarding happen smoothly and without any stress, tension and delay.

But there is no need to worry as companies like Beyond Intranet are there to take this hard work on their shoulders and serve you with their easy-to-use interface and insightful dashboards solution. Beyond Intranet’s Employee Onboarding and Offboarding add-in can help your company streamline and optimize your onboarding and offboarding process with assured Security and Privacy.

So, if your company is also facing issues with onboarding and offboarding employees, why don’t you reach out to our experts to learn more, or head over to our HR Onboarding Software page to get yours today!

If you are not sure where to start, then you can use software to improve this list. That is why we created the Employee Onboarding Software. You can use the add-in to automate and systematize the process. Your checklist becomes part of a larger system that makes onboarding easier for everyone involved.

If you want to digitize and simplify the employee onboarding process, remember to download the Employee Onboarding Add-In at the AppSource. You can onboard 10 employees for free today.  

Every company is different

Before we discuss the checklist, keep a few things in mind.

a. The larger your organization, the more checklists you will need
b. The position, department, and role in the organization might alter the list
c. Most companies onboarding processes span the pre, start, and post-hire dates
d. This list focuses on onboarding, but you also need an offboarding procedure

10 Employee Onboarding checklist items

1. Send offer letter to HR

The onboarding process starts when the applicant submits their signed offer letter. The offer letter and their initial application should provide most of the information needed to start the process for each employee including:

a. Contact information
b. Start date
c. Role
d. Department
e. Required equipment (computers, badges, etc.)

2. Background check

Most companies perform a background check on new hires. Before you run a check, know which employees you will accept. For example, perhaps a DUI 20 years ago is not a problem. However, does a felony conviction mean an automatic denial? Make sure your hiring process spells this out.

3. Coordinate with other Departments

A new hire requires help from multiple departments. Finance requires their bank and W2 documentation to send out paychecks. IT needs to set up computers and phones.

The key is communication. That is one reason to enter your checklist in the Employee Onboarding is important. You can document and ensure every person in the process gets the right info.

4. Send new hire packet

Many companies send a new hire packet once the candidate accepts the job. When the employee starts, it is ideal if they completed all their income, health, and other forms. The faster they receive this information, the faster you can add them to the system.

5. Assign the new hire space

One big decision is where will they sit (or stand). If a new hire is replacing someone, then more than likely they will take their desk. However, some new hires are spearheading a new position, which means you need to determine where their desk will be.

6. New hire training

Do you hold a job orientation? Maybe you walk the new hire around the office and introduce them to people. While that is a good start, how much time do you spend on the first day discussing work hours, a code of conduct, safety issues, dress code, and other expectations?

7. Hiring managers

While most hiring managers put together a list of roles and responsibilities, they also need to create specific tasks for a new hire to work on first. They can create a timeline for projects they can focus on first and put the expectations for these assignments in writing before they start.

8. Create accounts and logins

What software does your new hire require (email, Microsoft Word, etc.)? IT can set this up when they assign them a computer. However, most departments also have special software requests. For example, marketing departments might need tools to improve their social media, email, and website efforts. Putting these accounts and logins for each department into a separate checklist will help.

9. Peer mentor

Starting a new job comes with a lot of questions. A peer mentor can answer these questions. Often, the mentor could be an employee who needs a larger assignment to test their leadership skills. They also can help new hires navigate the company waters.

Whether fresh out of college or a seasoned pro, some company rules border on the esoteric. It helps to have someone there to help make sure they understand these rules and why they are in place.

10. New employee announcement

Let the entire staff know about new hires. You can do this both in person and email. Please remember that some employees might not want a surprise co-workers sitting next to them. Also, make sure the team welcomes the new hire. First impressions matter and you want to give the best impression possible.

Final Thoughts

Setting up a checklist of tasks for your team takes time. However, when done correctly, you have a process anyone on your team can follow that will also be a time saver for your organization.

If you still have questions about setting up your Employee Onboarding Checklist for your business, or how to use the Employee Onboarding SPFx schedule a free consultation with us today. We are listed in 10 Best PEO Companies by Design Rush.