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Revolutionising EmployRevolutionising Employee Integration: The Role of Technology In Onboardingee Integration: The Role of Technology In Onboarding

Posted on by Imarticus Learning

Embracing technology has become a necessity, not a choice, for businesses around the globe. One area where technology has been especially transformative is onboarding. The role of technology in onboarding is vast and ever-evolving. It’s a powerful tool, changing how companies bring new hires into the fold.

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It doesn’t matter if you are a large corporation or a startup, onboarding in technology is making a significant difference in how new employees integrate into your team. It’s changing the speed, the delivery, and the efficacy of the process. This blog post will explore seven ways technology is playing a critical role in streamlining and enhancing the onboarding process.

1. Speeds Up the Process

Technology doesn’t just hasten the onboarding process. It redefines it. Digital forms are one example. They are easy to fill out and submit. New hires can do it before their first day. They can do it from anywhere. This not only saves time but also makes the first day less stressful. HR doesn’t need to sift through paperwork. They can focus on making new hires feel welcome.

2. Offers Virtual Tours

Virtual reality (VR) has many uses. One of them is onboarding. VR can give new hires a tour of the office. They can learn the layout before stepping foot inside. They can also meet their teammates virtually. It makes the first day less daunting. It also saves time. Companies don’t have to disrupt the workday for tours.

3. Facilitates E-Learning

E-learning is a big part of onboarding in technology. It gives new hires flexibility. They can access materials whenever they want. They can learn at their own pace. This is key. Everyone learns differently. With e-learning, everyone can have the time they need. It also reduces pressure. New hires can learn without feeling rushed.

4. Automates Tasks

Technology can handle many tasks. These include some onboarding tasks. Automating them makes HR’s job easier. They can focus on more important things. For instance, they can spend time with new hires. They can answer questions. They can make sure new hires feel part of the team.

5. Improves Communication

Communication is key in onboarding. Technology makes it easier. With emails and messaging apps, HR can reach new hires fast. They can answer questions. They can provide updates. This helps new hires feel connected. It also helps them understand their roles faster.

6. Tracks Progress

Tracking progress is an important role of technology in onboarding. HR can monitor new hires. They can see who is doing well. They can see who might need help. This kind of tracking is key. It helps make sure new hires succeed.

7. Stores Information Safely

Secure storage is another benefit of technology. Onboarding involves a lot of data. This data needs to be kept safe. Technology can do this. It can also make it easy for HR to access the data. This can be important when reviewing new hires’ progress.

The Future of Onboarding with Technology

The future of onboarding lies in technology. It’s changing the way we think about, approach, and carry out onboarding. From speeding up the process with digital forms to making learning more accessible with e-learning, technology is a game-changer in the onboarding arena. With these seven ways, it’s clear that onboarding in technology is no longer a luxury but a necessity for efficient and effective onboarding. As technology continues to advance, we can only anticipate even more innovative ways in which it will continue to transform onboarding.

Don’t be left behind in leveraging technology for your onboarding process. To learn more about how technology can improve your business operations, visit Imarticus Learning. Here, you’ll find various courses and resources to help you navigate the ever-evolving world of business technology. Technology isn’t just shaping our future—it’s here, and it’s time to embrace it.

The benefits of digital employee onboarding: Enhancing employee engagement and experience

Posted on by Imarticus Learning

Results from Deloitte research show that 85% of business executives rate employee engagement as a top priority. The study also suggested that effective onboarding is one of the best ways to cultivate greater engagement.

Hybrid work is continuing its reign in 2024 as well. More people are choosing hybrid working as it helps them create a work-life balance. Also, it allows them to be more productive. As businesses are supporting hybrid work models, it has led to the digitisation of the workplace. This will also mean that the employee onboarding programme is now digitised.

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Onboarding has evolved over the years. It is now an ongoing process that kick-starts recruitment. Also, digitisation has now made employee onboarding more personalised and experiential.

This article will discuss some of the advantages of going online in terms of employee engagement and experience. But, before getting started, let’s understand how onboarding and employee engagement are connected.

Role of onboarding in employee engagement

The ultimate aim of onboarding is to help employees thrive. Helping them settle down will make them feel less stressed and a lot more comfortable. Getting them off to a good start work-wise will give them the assurance that they made the right choice of choosing the company. That will lay the foundation for a long-lasting engagement.

That’s why it’s no surprise that engagement and retention are often linked. A well-designed onboarding programme will encourage employees to do their job confidently and with greater efficiency.

Benefits of effective onboarding in a digital environment

  1. Compliance-related work is automated 

Since quite a few companies promote hybrid work, their employees will be present in different locations. While some of them are connecting in person, others are making their presence felt online. In this scenario, digital onboarding is the ideal option for filling out paperwork. Digital onboarding is location agnostic. It standardises the course content and avoids information overload.

Sharing an e-employee handbook and videos or podcasts detailing the company culture will help them have a better understanding of the job and company. Sharing what to expect in the first few days will establish a comfort level and they can start working on a good note.

  1. Establish a personal connect

A good digital onboarding programme will have a personal touch to it that makes the employees feel valued. Most online onboarding programmes will incorporate a customised new hire announcement. This will show that the company is extending them a warm welcome. Having a video call session to introduce the new employees to other team members will be a perfect ice-breaking session. Companies also conduct fun challenges to help them gel with the rest of the team. This makes the new hires feel included in the team. It will encourage the employees to engage and collaborate with others.

  1. Access to data-driven insights 

Digital onboarding is a data-driven approach to employee training. It helps employees understand how effective and efficient they are at various stages of the process. By identifying their strengths and areas for improvement, they can focus on enhancing their skills where needed. Plus, it shows employees that the company genuinely cares about their growth and development. When employees feel supported, they become more productive and committed to their work.

Concluding thoughts

A well-boarded employee is often loyal and works towards achieving company goals along with personal goals. Companies must build such a dedicated talent pool. That’s possible only through a well-designed digital onboarding programme.

Visit Imarticus Learning to know more about digital onboarding.

The Future Is Here: Understanding the Digital Onboarding Process and How It Works

Posted on by Imarticus Learning

What is Onboarding Process?

The onboarding process is crucial. It’s not just a phase; it’s a journey. A journey that takes a new employee into the heart of your company. Here’s how it works.

Onboarding starts with an introduction. The new employees get an introduction to the company, their team, and their role. They learn about company culture, values, and objectives. They also understand their job description. This learning is a mix of formal training and informal mingling.

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The onboarding process is about making the new employee feel welcome and comfortable. It aims at ensuring they feel a part of the team. They should be confident about their role in the company’s success.

In recent years, onboarding transformed into a digital process. It’s all about using the power of digital tools, platforms, and applications to ease transformation for new hires.

The Importance of Employee Onboarding

Employee onboarding holds a vital role in the company’s success. It goes beyond getting a new employee settled in. Here’s why it’s so important.

  • Onboarding is about making a positive first impression. A good first impression can make new employees feel valued and motivated. It can boost their productivity and job satisfaction.
  • Effective employee onboarding can reduce turnover rates. It can save companies from the high costs of employee replacement.

How the Digital Onboarding Process Works

What is onboarding process and how does it work? It’s quite simple. It usually involves several steps, which we will discuss here.

Welcome Email

It starts with a welcome email. The email is sent to the new employee’s inbox. It includes crucial information. This information covers their role, reporting manager, team details, and work schedule. The email also includes links to important resources. It may also have details about their induction program.

Document Submission

Next comes document submission. It’s all online. The new employee submits their documents on a secure platform. This process is quicker and easier. No paperwork is needed and hence no documents are lost!

Online Training

Then comes the online training phase. It’s comprehensive and engaging. It can include videos, e-books, quizzes, and webinars. The aim is to educate the new employee about their role and the company.

Feedback and Assessment

The final step is feedback and assessment. The new employee has a chance to voice their opinions. They can share their onboarding experience detailing the issues faced and any suggestions they have. Their feedback can help improve the process.

The Role of Technology in the Onboarding Process

Digital tools have transformed the onboarding process. They make it better. Here’s how they do it.

Digital tools help track the new employee’s progress. They can tell you how well the employee is learning. How fast they are adapting. They also assist in collecting documents. They make sure all paperwork is done on time. No delays, no confusion!

Training sessions become interactive with digital tools. They can include videos, quizzes, webinars, and more. These tools make the training process engaging and effective.

Some companies also use Artificial Intelligence (AI) in their onboarding process. AI can guide new employees through the process. It can answer their queries. It can provide personalised learning resources. It can make the onboarding process seamless and efficient.

Transform Your Employee Onboarding Process

In today’s digital age, a robust onboarding process is critical. It ensures new hires feel welcome and prepared. It’s clear that the future of employee onboarding is digital. Are you ready to transform your onboarding process? Visit Imarticus Learning to learn how we can help. We have the tools and expertise to make your digital onboarding process a success.

UAE – CMA Certification: A Pathway To Leadership And Executive Roles

Posted on by Imarticus Learning

Introduction

Imagine having a premium pass recognised in over 170 countries. There’s one for sure. It’s called the Certified Management Accountant Certification (CMA certification). It opens pathways to journeys into global careers in management accounting and finance.

Ah! One more among the sea of global ‘certificates’, one may think. Think twice!

Look at facts and numbers. Take UAE, for example. Compare the median total compensation uplift for a CMA professional with a non-CMA in UAE. It is a whopping 103%! The uplifts are similar globally.

Sounds too good to be true. Is there a catch? None.

It has to do with the wide range of challenges that individuals with a CMA certification can tackle.

Let’s take a quick peek into some of those challenges.

Challenges

Business is getting complex and competitive. The pace of disruptions and innovation is rapid. It’s changing the management accounting role. Here’s why, with some examples:

Automation

Digital automation is replacing manual accounting tasks. Be it data entry, invoicing, payments or other business processes.

Artificial Intelligence (AI)

Predictions are that AI will deliver over 80% of traditional accounting services. AI will aid ‘intelligent’ accountable decisions.

Analytics

Data, including financial data, is exploding. Technology can leverage big data using analytics. It can drive better planning, budgeting, forecasting, risk assessment, cost control and decisions.

Hence, management accountants must reskill and upskill to build newer competencies like analytics. It can help them play accounting and strategic roles of value to the new-age business.

Is there a solution? One good answer lies in upskilling them with a CMA certification.

Read on to know more.

CMA transformation

A CMA certification is career transformative for finance and accounts professionals. It’s a pathway to uplift from a vertical role into a broader strategic role.

There are four reasons and twelve skills that make this happen.

1. Globally recognised value

Recognised in over 170 countries, the CMA is more than a certificate. It is a competitive edge in the job market. It is a gold standard of assurance in management accounting. Bringing deep knowledge and execution ability in global management accounting. Plus skills to take on leadership and executive roles in future.

2. Wholesome curriculum

The CMA curriculum covers accounting, business, finance and analytics. That includes a wide range of a dozen core skills:

  • Accounting
  • Financial Reporting
  • Corporate Finance
  • Planning
  • Budgeting
  • Forecasting
  • Performance Management
  • Cost Management
  • Financial Statement Analysis
  • Risk Management
  • Technology
  • Analytics

Aren’t the certified management accountant CMA course details delicious?

The proof of the CMA pudding seems to be in eating it! Over half of the 100,000+ globally certified CMA professionals did it in the last six years!

Tuned for working professionals

The CMA course can be paced to accommodate the tight schedules of working professionals. They have three years of flexibility to complete the two parts of CMA.

Continual upskilling

CMA-certified professionals need to take updated courses every year to maintain it. It’s a win-win for the industry and professionals. Both remain in sync with the latest developments in the world of business.

In conclusion

Businesses are encountering rapid churns of dynamic changes globally. Surviving and thriving is a matter of having resources upskilled.

The CMA certification is globally recognised. Its curriculum is relevant and comprehensive. It covers financial analysis, decision-making, strategic planning and leadership skills. That’s a pathway to executive and leadership roles.

The Institute of Management Accountants (IMA) USA is the certifying body of CMA. Imarticus is an approved silver learning partner of IMA. Imarticus is also a training and content partner of Gleim, USA – the best content provider of CMA. That makes the Imarticus CMA course a path to excellence in management accounting.

The cherry on the cake is that Imarticus guarantees students will pass the CMA! What more can one ask for?

Enrolling on the CMA course with Imarticus is a decision to set careers on a global roll. Take it!

UAE – Effective Communication Skills: Critical For Campus To Corporate Transition

Posted on by Imarticus Learning

Introduction

Try speaking while breathing in. It is not possible. Nothing wrong. It is by design. In contrast, each of our two ears can listen all the time. So, are we born with a designed capacity to hear 200% and speak 50%?

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Does this design hold clues to an effective communication strategy? Or are we born rebels and hence do the opposite? Jokes apart, one must ponder.

Why? Because communication is among the top skills of successful people and teams.

Be it individuals on campus. Or professionals in the corporate. Or those amid campus-to-corporate transition. It’s not a skill to ignore.

On the face of it seems like this skill is about listening more and speaking less. Easy right? Wrong! Neither is effective communication easier said nor done. Here’s why:

Common communication challenges

Take a UAE study, for example. The importance of communication skills in corporates is the highest – over 80%. The difficulty of finding it in individuals is also the highest – over 50%!

A report shows the gap in ‘importance of’ and ‘satisfaction with’ communication skills. It ranges from about 10% to 40%.

The inability to communicate well isn’t only a personal thing to sort out. Research revealed that over 70% of organizations got hurt due to poor communication. Their losses ran into tens of billions of dollars!

Also, the global workforce is getting diverse and inclusive. Effective communication skills strategy must:

  • Bridge cultural and language barriers
  • Increase employee engagement

Further, research suggests that non-verbal communication in forms like body language is vital. Facial expressions, eye contact and voice tones are very effective communication skills.

Also, writing is another critical corporate communication skill to hone.

Thus, the need to upskill effective communications is critical for campus-to-corporate transition. Seems overwhelming? It is, but let’s look at solutions that fulfil campus-to-corporate training objectives.

Conquering effective communication skills

Any strategy to hone communication skills must strengthen these three pillars:

1. Build domain knowledge

Empty vessels only make noise. It is irritating and unwelcome anywhere, especially in the corporate world. The solution is to fill them with domain knowledge of value to corporates.

For example, upskill those active on social media in the digital marketing domain. Domain knowledge adds rich content, qualitative depth and self-confidence. The noise gets suppressed while the voice finds expression. It could be in verbal or written forms of communication. One can upskill domain knowledge from trustworthy training programs.

2. Develop soft skills

HR heads can arrange campus to corporate soft skills training programs. For example, to develop interpersonal and communication skills. Such as effective listening, body language, facial expressions and emotional intelligence.

3. Engage in interactive experiences

One must find and create opportunities to engage. Experience real-world interactions. Here’s how:

  • Connect with past students to tune resumes, take mock interviews, or grow contacts
  • Connect with industry mentors to discover internships, projects to work or career guidance
  • Take part in hackathons, competitions and events for real-world interactions
  • Step out to experience different cultures and diversities
  • Exchange views and feedback with peers and professionals

In conclusion

Effective communication is a unique skill. It’s in demand in all industry domains, job functions, geographies and cultures. It is critical for a successful campus-to-corporate transition.

The pillars of effective communication are domain knowledge, soft skills and practical experiences. The Imarticus training programs, built on these pillars, meet campus-to-corporate training objectives.

There are over 10,00,000 learners who have gained by training with Imarticus. For communication skills training, Imarticus is a reliable training to take. Connect with us now.

UAE – The Future Of Campus to Corporate Training: Trends And Predictions

Posted on by Imarticus Learning

Introduction

School – the campus to be well-rounded with basic literacy and numeracy. Plus a range of subjects, sports and good social values.

College – the campus to gain specialized knowledge and skills to pursue careers of choice.

Future Of Corporate Training

The school and college campus seems ideal for children growing up into adults. A great launchpad for the campus to corporate journey. What more can one ask for? It seems there is!

Education in school and college is vital for knowledge, values, attitude and skills. But it is not enough. Want to know why? Read on.

The challenges

Change – the only constant known to the world, is now churning fast and furious. In contrast, the steady pace and standardized pieces of campus education are lagging.

It is causing a gap in skills acquired from campus to those needed by corporate. For example, 50% of UAE businesses face a skills shortage. And 90% fail to find the candidates they need!

Globally, it only seems to get worse, fast. Here’s why:

  • The nature of jobs is getting volatile. The prediction is that over 42% will churn in all industries!
  • There is growing uncertainty. Technological. Economic. Climate. More!
  • The skills gap is a complex issue. Over 87% of companies are facing it globally.
  • The ambiguity of risks and business insights. From the speed and size of data overload.

VUCA has disrupted the campus to corporate Bazooka!

Is there a way out? Sure, there is. All it takes is onboarding the ‘right train to upskill’. Let’s catch up on some waves of campus-to-corporate trends of in-demand skills to ride on.

Trending skills to ride on

The future of campus-to-corporate training depends on its harmony with in-demand skills. Here are some predictable campus-to-corporate trends to train right.

Trending skills by categories

Studies reveal that technological, social and higher cognitive skills are trending.

No wonder training programs in data analytics, cybersecurity and artificial intelligence/machine learning are popular.

Also, the future of campus-to-corporate training must include trending skills in categories of:

  • Higher-cognitive skills such as adaptability and problem-solving, and
  • Social skills such as coping with uncertainty and collaboration.

Why?

  • These are usually not taught or measured in school or college.
  • As per a study, these include two of the top three skills likely to get employment!
  • As per research, they are among three critical skills to train students for future jobs.
  • Remember the VUCA challenge? They happen to address two of them!

Trending skills by function

A study showcased the top 20 in-demand skills for 2023. It had hard skills like software development with soft skills like communication.

It would be wise for the future of campus-to-corporate training to have them included. Training programs can weave them in to deliver flavours of business functions like:

Trending skills delivery tools and methods

The campus-to-corporate training programs must use these trending delivery tools and methods:

  • Tools such as learning management systems (LMS). Or gamification, virtual/augmented reality, video conferencing and social media.
  • Methodologies such as online learning. Or microlearning, blended learning, personalized and above all – experiential learning.

To sum it up

Many corporations are struggling to stay afloat amidst the constant disruptions. This in turn is leading to the emergence of a ‘skills gap’. The future of campus-to-corporate training programs lies in bridging them. Training must upskill students to be working professionals for gainful employability.

Imarticus can be a trusted campus-to-corporate training partner to upskill. Be it for trending skills by categories or business functions or skills delivered using trending tools and methods. In partnership with institutions and corporates, Imarticus has achieved several milestones. 56000+ placements. 45000+ career transitions. 20+ courses and programs.

That makes Imarticus everyone’s trending choice to upskill for the future. Visit Imarticus today!

UAE – Game on: 5 creative ways to use gamification in your employee onboarding programme

Posted on by Imarticus Learning

Introduction

The UAE is known for its rapid growth and development in various fields, including business and technology. As such, companies in the UAE are always looking for a fresh approach to improve their employee onboarding process.

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One such method gaining popularity is gamification. Gamifying the onboarding process can be an effective way to engage newly hired employees.

In this article, we will explore five creative ways for gamification in employee onboarding in your programme.

Five creative ways of a gamifying onboarding strategy

Want to make employee onboarding more fun and engaging? Gamification can help! Here are five creative ways to do it:

Virtual reality (VR) training

VR training is an immersive and interactive way to teach new employees about the company, its products and its processes. Gamifying onboarding through VR provides employees with a unique and engaging experience. This strategy motivates them to learn by doing.

Consider a scenario where newly hired employees in the hospitality sector can enhance their knowledge about diverse room categories, facilities and attributes by virtually touring a hotel. This method is not just entertaining but also contributes to improved information retention among employees.

Mobile-Based Scavenger Hunts

Using scavenger hunts in employee onboarding is a popular approach. Now, they can be made even more engaging by turning them into games. By using mobile-based scavenger hunts, new employees can explore the company and learn about its culture.

For example, software companies may request new hires to complete tasks such as finding the most innovative workstation, taking a photo with a coworker or locating the company’s mission statement. This activity is not just enjoyable, but it also fosters teamwork and assists new employees in getting to know their colleagues.

Interactive Onboarding Games

Interactive games are another way to gamify the onboarding process. These games test new hires’ knowledge about the company and its policies.

For example, in the healthcare industry, new hires can participate in a game that involves matching medical terms with their corresponding definitions. This approach not only enhances engagement and fun but also aids in better retention of information.

Leaderboards and badges

Leaderboards and badges are popular gamification techniques used in the onboarding process. Employees can earn points or badges by completing tasks or achieving milestones.

A newly hired finance employee can receive a badge after completing a training module or achieving a score in a game. Leaderboards can also be used to encourage healthy competition among employees. This onboarding strategy is a powerful motivator for new employees.

Role-Playing Simulations

Role-playing simulations can teach new employees about different scenarios they may encounter on the job. These simulations aid new hires:

  • to handle difficult situations and
  • to interact with customers or clients.

Newly recruited retail employees can participate in a simulation to practice resolving a customer complaint. This provides a safe environment for refining their skills and prepares them for real-world scenarios.

To summarise

Companies should ensure new hires understand what the job is and how to do it. Gamifying onboarding process can help new employees feel welcome and help them learn the job more quickly.

UAE companies looking to gamify their onboarding process can include VR training, mobile-based scavenger hunts, interactive onboarding games, leaderboards and badges and role-playing simulations.

By implementing these creative approaches, companies can increase employee engagement and enhance their bottom line. Game on!

Imarticus Learning offers a complete gamifying onboarding strategy that helps new hires quickly blend into the company culture and excel in their roles. With a focus on practical training, personalised mentoring and industry-relevant skills, Imarticus Learning provides a unique learning experience that empowers employees to achieve their full potential. Connect with us!

UAE – Measuring the success of gamification in onboarding: Key metrics to track

Posted on by Imarticus Learning

Introduction

Are you looking for ways to measure the success of your gamification strategy? Look no further. We got you.

Gamification can be a great way to engage and motivate your new hires. But how do you measure the success of your gamification efforts?

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Gamification in onboarding has become increasingly popular in the UAE, with companies recognising the potential of gamified solutions for onboarding. This approach not only engages new employees but also helps them to quickly learn about the company, its culture and its values.

Companies that incorporate gamification into their onboarding process should prioritize measuring the effectiveness of their approach and confirming that it is producing the intended outcomes.

In this article, we will discuss the essential measurements that should be monitored while employing gamification for onboarding purposes. Read on.

Key metrics to track for companies using gamification in onboarding

1. Completion rates

The completion rates of gamified onboarding activities are a critical engagement metric. Companies should track the completion rates of each activity in the gamified onboarding process. This determines if there are any areas where employees are dropping off.

If completion rates are low, it may indicate that the activity is too difficult or not engaging enough. In this case, companies can adjust the activity or create a new one to better meet employee needs.

2. Time spent on each activity

If employees are spending too little time on an activity, it may show that the activity is too easy or not engaging enough. On the other hand, if employees are spending too much time on an activity, it may suggest that the activity is too difficult or confusing.

Companies can adjust the level of difficulty. It is by tracking the time spent on each activity. This ensures that employees are engaged and challenged.

3. Feedback from new employees

Feedback from new employees is essential for gamified learning. Companies should encourage new employees to provide feedback on the gamified onboarding process. This feedback can be collected through surveys, interviews or focus groups.

Companies can gain insight into what is working well and what needs improvement. it is by listening to employee feedback Also, by involving employees in the onboarding process, companies can foster a sense of ownership and engagement.

4. Knowledge retention metrics

The purpose of onboarding is to provide new employees with the knowledge and skills they need to be successful in their new roles.

Gamification can enhance knowledge retention by making the learning process fun and engaging. But it is important to measure knowledge retention to ensure that employees are learning and retaining information.

Before the gamified onboarding process begins, companies can administer a pre-training assessment to measure employees’ baseline knowledge. After the gamified onboarding process is complete, companies can run a post-training assessment to measure how much employees have learned.

By comparing the results of both assessments, companies can determine if gamification is effective in enhancing knowledge retention.

6. Performance metrics

The goal of onboarding is to ensure that new employees are productive and contributing members of the team.

Hence, it is important to measure performance metrics to determine if the gamified onboarding process is achieving this goal.

7. Time to productivity

Time to-productivity metric measures how long it takes for new employees to become fully productive in their new roles.

By tracking this metric, companies can determine if the gamified onboarding process is effective in helping new employees become productive more quickly.

8. Employee retention rates

Companies should track the retention rates of employees who have completed the gamified onboarding process. This helps to determine if the process is effective in retaining employees.

Closing note

Measuring the success of gamification in onboarding is essential for companies to ensure that they are achieving their goals. Companies can identify areas for improvement and optimise the gamified onboarding process by tracking engagement, knowledge retention and performance metrics

At Imarticus Learning, we offer gamified onboarding solutions that can help your company engage new hires and improve knowledge retention. Connect with us today.

Gamification in Onboarding: Boosting Engagement and Retention

Posted on by Imarticus Learning

Introduction

Effective onboarding is critical for the success of any company. The onboarding process is often the first real interaction that new hires have with their employer. It sets the tone for their entire employment experience. As such, it’s important to make sure that your onboarding programme is engaging, informative and memorable.

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One way to achieve this is through the use of gamification. Gamification is a method of using game design and mechanics in non-game settings like learning and training. Gamifying onboarding can improve the engagement, motivation and retention of new hires. It can be done by using elements such as competition, rewards and scoreboards.

Many UAE companies are interested in gamifying the onboarding process. We have covered some tips and best practices to help you get started.

Benefits of gamification for onboarding

Research has shown that gamification can improve

  • learning outcomes,
  • increase engagement and
  • enhance motivation among employees.

Also, gamification can help to create a sense of community and teamwork among new hires.

Steps to effectively incorporate gamifying onboarding strategy

Setting clear objectives

You first need to identify clear objectives for the programme.

  • What do you want your new hires to learn?
  • What skills do you want them to develop?
  • What outcomes do you want to see because of the programme?

By answering these questions, you can design a gamified onboarding programme that aligns with your company’s goals and values.

Identifying the right gamification techniques

There are a variety of gamification techniques that you can use in your onboarding programme. Techniques like points, badges, leaderboards and quests can be effective. However, not all are suitable for every organisation. When selecting gamification techniques, consider factors such as your employees’:

  • demographics
  • learning styles
  • training needs

You should also ensure that the techniques you choose are aligned with your company’s culture and values.

Designing activities that align with your training goals

The next step is to design game-based activities that effectively teach new hires the skills and knowledge they need to succeed.

For example, you could create a scavenger hunt that takes new hires through various departments of your company to learn about distinct roles and responsibilities. Or, you could create a simulation that allows new hires to practice specific job-related tasks.

Incorporating feedback and rewards

Feedback and rewards are essential components of a successful gamification strategy. By providing feedback on new hires’ progress and rewarding them for their achievements, you can keep them engaged and motivated throughout the onboarding process.

You can provide feedback after each completed activity or offer badges and certificates for completing certain milestones.

Tracking progress and analysing data

To ensure that your gamification employee onboarding programme is effective, track progress and analyse data regularly. This allows data-driven decisions to improve the programme over time.

For example, you could use data to identify which activities are the most engaging for new hires. You may also evaluate the overall effectiveness of your feedback and reward systems.

Ensuring accessibility and inclusivity

When designing a gamified onboarding process, it’s important to ensure that it’s accessible and inclusive for all employees. This means creating activities and materials that are accessible to:

  • People with disabilities
  • People who speak languages other than English.

Different employees may have different learning styles or preferences. So, you should also consider providing multiple pathways for completing the onboarding process.

In conclusion

Incorporating gamification into your onboarding programme can increase engagement, motivation and retention among new hires. By following these best practices, UAE companies can create a memorable and effective onboarding experience for their employees.

Imarticus Learning offers gamified onboarding programmes designed to align with company objectives and values. We provide feedback and rewards to keep employees engaged and motivated throughout the process. This helps create a memorable onboarding experience. Connect with us today.

UAE – Gamifying onboarding: A fun and interactive way to welcome new hires

Posted on by Imarticus Learning

Introduction

Looking for a fun and interactive way to welcome new hires? Look no further. We got you.

Onboarding gamification is a new trend in the UAE corporate world. It aims to make the employee onboarding process more engaging and interactive.

Gamified onboarding is a fresh approach to introducing new employees to a company’s culture and values. It provides them with the necessary knowledge and skills to succeed in their roles.

Why gamified solutions for onboarding are gaining popularity

The traditional onboarding process can be boring and overwhelming for new employees. Research has shown that gamification in onboarding can lead to higher levels of engagement, retention and motivation among new hires. In fact, a study found that 90% of employees are more productive when engaged in some form of gamification at their workplace.

How gamification can transform the onboarding process

Gamification can transform the onboarding process in several ways:

1. Increased engagement

Gamification can make the onboarding process more engaging and enjoyable for new employees. Game elements such as challenges, rewards and leaderboards can be added to the process. It’s more likely for new hires to remain engaged and motivated throughout.

2. Improved knowledge retention

Gamification can help new hires retain information better. Quizzes, simulations and mini-games are examples of interactive elements. New employees can learn and practise new skills in a fun and engaging way.

3. Faster onboarding

Breaking down the onboarding process into smaller tasks can make it more manageable for new employees. Providing immediate feedback can help them progress through the process more quickly.

4. Increased socialisation

Gamification can help new employees feel more connected to their colleagues and the company. Team challenges and social learning can help new employees interact with colleagues and build relationships. This can increase their sense of belonging in the company.

5. Reduced costs of onboarding

Gamification provides an engaging and efficient method. Companies can reduce the time and resources required for onboarding, which can result in cost savings.

Elements of successful onboarding programs

1. Learning portals

These are web-based platforms that provide access to various resources such as training modules, videos, assessments and other learning materials.

2. Responsive solutions

Gamified onboarding programs should be designed to work on various devices such as smartphones, tablets, and desktops.

3. Theme-based learning approaches

Gamification is all about creating an engaging experience for employees, and a theme-based approach is a great way to achieve this. Themes can be based on company culture, industry-specific concepts or even popular culture references.

4. Immersive designs

Immersive designs are used to create an engaging and memorable experience for new employees. This can include the use of interactive videos, simulations and virtual reality experiences.

5. High-recall visual imagery

Using high-quality images and graphics can help employees retain information better.

6. Story-based onboarding

It is a way that involves telling a story to new employees that shows the company’s culture, values and mission. This helps to create an emotional connection with the new employees and helps them to understand the company’s goals and objectives better.

How to implement onboarding gamification in your company

To implement onboarding gamification successfully, companies should:

  • Ensure that the game mechanics align with their business objectives and employee needs.
  • Provide clear instructions and feedback to employees.
  • Create a sense of competition among employees.
  • Recognise and reward employees’ achievements.

Parting note

With the benefits of engagement, retention and cost savings, it is no wonder that more companies are turning to gamified solutions for onboarding. It is becoming a popular strategy as it can help employees learn company procedures and culture while also having fun.

Imarticus Learning Onboarding is one such platform that offers gamified solutions for onboarding. It provides a fun and interactive way to welcome new hires. Visit Imarticus today!