ONBOARDING PROCESS

New employee onboarding is the process of integrating a new employee with

a company and its culture.
CHECKLIST DURING ONBOARDING PROCESS

 Appointment letter signed copy

 Mediclaim form
 Master data form
 Secrecy agreement
 Declaration of code of conduct
 Pan card, aadhar card
 Address proof [ current, permanent ]
 EPF – UAN number
 PF form
 Gratuity nomination form
 Experience letter of previous employers
 Pre- employment medical fitness report
 Offer letter
 Post graduation
 Graduation
 Diploma
 HSC [ PUC ]
 SSLC
 Candidate form
 Resume
 MRF form

IN BRIEF ABOUT EACH FORMS :

APPOINTMENT FORM: [ master data contains ]
 Full name
 Address and phone number
 Position and department
 Joining date
 Emergency contact information
 Blood group
 Adhaar number and pan no
 Employee code
DEPARTMENT JOINING LETTER
Joining letter means, A letter from the applicant indicating his wiliness to
accept the job is offered by an employer. It may include an
acknowledgement of having appointment letter also.
Joining letter contains :
 Employment code
 Date of joining
 Department and position
Employment code :
The employee code is used as a unique and immutable identifier for a
single person, as distinct from an extension or login name.

MEDICLAIM FORM:
A mediclaim health insurance provides insurance coverage against
hospitalization expenses, treatment expenses due to an accident and
specific diseases.
Claim Settlement - A mediclaim claim is processed in the form of
reimbursement as well as cashless treatment.

MASTER DATA FORM

Maintaining the HR Master Data function allows you to maintain employee
data tasks like entering the data.
Data related to an employee is entered in various Infotypes. It contains
personal information of an employee like :
name, date of birth, marital status, etc.
SECRECY AGREEMENT
Secrecy agreement (SA), is a legal contract between at least two parties that
outlines confidential material, knowledge, or information that the parties
wish to share with one another for certain purposes, but wish to restrict
access to or by third parties.
UAN NUMBER \ PF

 Universal Account Number (UAN)

 The Employees' Provident Fund Organisation (abbreviated to EPFO), is
an organization tasked to assist the Central Board of Trustees, a
statutory body formed by the Employees' Provident Fund and
Miscellaneous Provisions Act, 1952 and is under the administrative
 control of the Ministry of Labour and Employment, Government of
India.
 EPFO assists the Central Board in administering a compulsory
contributory Provident Fund Scheme, a Pension Scheme and an
Insurance Scheme for the workforce engaged in the organized sector
in India.
 The EPF & MP Act, 1952 was enacted by the Parliament of India and
came into force with effect from 4 March 1952 as part of a series of
legislative interventions made in this direction. Presently, the following
three schemes are in operation under the Act:
 Employees' Provident Fund Scheme, 1952
 Employees' Deposit Linked Insurance Scheme, 1976
 Employees' Pension Scheme, 1995 (replacing the Employees' Family
Pension Scheme, 1971)
 Retirement fund body EPFO the rate of interest on employees
provident fund of [2019-2020] is 8.65% .
GRATUITY FORM
Gratuity is a sum of money paid by an employer to an employee for services
rendered in the company.
However, gratuity is paid only to employees who complete 5 or more years
with the company.
It can be understood as a form of tip paid by employer to the employee for
services offered in the company.
HOW GRATUITY IS CALCULATED
Gratuity is calculated according to this formula:
Last drawn salary (basic salary plus dearness allowance) X number of
completed years of service X 15/26.
[ BA+DA*15\26 ]
On the other hand, if the service period is five years and five months, for
gratuity calculation it will be considered five years.

RELIVING LETTER
In India it is illegal for a person to have more than one job at a time.
A relieving letter is issued by his previous company to an employee who has
duly resigned from his said post, to be used as proof for future employers.
The relieving letter should be issued the same day you are going to leave the
company.
RESUME
Content in resume:

 ontact details
 Opening statement
 List of key skills
 List of technical/software skills
 Personal attributes/career overview
 Educational qualifications
 Employment history/volunteering/work placements
 References/referees.

MRF FORM
A job requisition is a document used to request a hire, explain why it is
needed, and determine the budget available for the role.
Hiring managers fill out a job requisition when they wish to create a new
position or refill an existing, vacated position.
A job requisition often includes: The position title, job designation,
qualification.

INDUCTIONS
 Induction is the process of introducing a new employee to the
company culture and processes with the aim of bringing them up to
speed as quickly as possible as well as making them feel socially
comfortable and aware of their professional responsibilities.
 New employee should take inductions from all departments and at
last they have to answer to the given questioners.
 Later on, the answers will be evaluated by the head person
 If the candidate is failed to answer the question , he have to again
attend all inductions and re-answer the questions.

ON THE JOB JOINING

On-the-job training is an important topic of human resource management.
It helps develop the career of the individual and the prosperous growth of
the organization.
On the job training is a form of training provided at the workplace.
During the training, employees are familiarized with the working
environment they will become part of. Employees also get a hands-on
experience using machinery, equipment, tools, materials, etc.

PURPOSE OF ON THE JOB TRAINING

The purpose of an onboarding program is to develop within newly hired or
transferred employees the necessary skills, knowledge and behaviors to
become effective contributors to an organization.

BENEFITS OF ON THE JOB TRAINING

• Attract and retain top talent.
• Engage employees early on.
• Boost business growth.
• Build trust and alignment.
• Forge connections with employees.
• Encourage open communication.
• Decrease turnover.

CREATE AN ON THE JOB TRAINING

 Have a plan.
 The onboarding process should begin when a new employee accepts the
offer, with simple tasks given to them before they arrive on their first
day.
 Connect to the roots.
 Assign ownership from day one.
 Ask a lot of questions.
 Put the I in team.
 Utilize the fresh pair of eyes.
OBJECTIVE OF ON THE JOB TRAINING
 Onboarding, also known as organizational socialization, is a process
used to help new hires acclimate to the work environment.
 The goals of onboarding are to help the new hire feel comfortable in the
workplace, earn their commitment to the organization and help them
start producing and contributing to the cause.