HR and ways of working
A request for a new starter sets off a single process. The system creates the accounts and permissions that go with the role, collects the paperwork, shares out the tasks for the first week and keeps track of deadlines. Gaps and unusual cases go to a person for review.
The steps can differ by role, department, form of employment and place of work.
A request from the manager or the HR team, with the start date and the role.
The set of accounts, documents and tasks that follows from the role profile, with a separate path for exceptions.
A workstation ready on day one, a complete set of paperwork and a plan for the first days with dates.
The cost shows in a new starter's first weeks, not in the annual HR summary.
Request
News of a new starter reaches HR, IT and the manager separately. Each of them tracks it their own way and nobody sees the whole picture.
Access
On day one the new starter waits for email, storage and the system they are meant to work in. Permissions are set by copying a predecessor's profile.
Paperwork
Scans arrive in several versions. The set is only complete once someone has been through the whole thread.
Deadlines
Medical checks, health and safety training and the end of the probation period all have dates that nobody sees in one list.
Checklist
What the first week covers depends on who happens to be receiving the new starter. Some steps drop out because nobody wrote them down.
Team
The same questions come back with every new starter and pull the team away from their own work.
Every step has an owner, a date and a status you can check without asking HR how things are going.
Step 1
The manager gives the role, the department, the start date and the form of employment in one form.
Step 2
The system assembles the accounts, permissions and equipment assigned to that role profile.
Step 3
The new starter receives the full set to complete, and the process shows what is still missing.
Step 4
A checklist shares the tasks between HR, IT and the manager, each with a date.
Step 5
The system sends reminders about dates and reports the items that have passed them.
We write the rules down with the HR team and the managers who run new starters today.
Role
The role determines the accounts, permissions, equipment and training required at the start.
Employment
An employment contract, a service agreement and a B2B arrangement each come with their own paperwork and dates.
Permissions
Access follows from the role and has to be approved by a person your company names.
Deadlines
Medical checks, training and signatures each have their own reminder and a person responsible.
Sequence
Procedures and instructions arrive on the day the new starter actually needs them.
Exceptions
A changed start date, a missing document or an unusual permission goes to a named person.
We collect the baseline before the start, using data from your most recent new starters.
Time
From the request for a new starter to sign-off on the accounts, documents and tasks.
The number of cases that still need an exchange of messages rather than a record in one place.
Autonomy
From day one to the point where the new starter completes tasks without assistance.
Readiness
Accounts, permissions and equipment ready before the first day, without being sorted out as they go.
Paperwork
Documents, medical checks and training that have passed their agreed date.
Team
The hours experienced people give to repeat questions with every new starter.
We set the technical scope alongside the material needed to describe the role profiles, the deadlines and how the solution will be signed off.
01Solution
02Assessment
Answers about HR systems, permissions, differences between departments and the scope of the process.
No. We connect the process to the system you already use. If your company keeps HR records in spreadsheets, during the audit we agree which data to move first.
Contact
In the first conversation we go through how onboarding runs today, who is responsible for what and how deadlines are tracked. On that basis we set the scope of the audit.
We list the roles you recruit for most often and the access each one requires.
We establish who collects employment documents and how the dates of medical checks and training are tracked.
We identify the data and access needed to quantify the manual work and plan a test.