Joshua Daudu

Standard Operating Procedure (SOP) for Onboarding New Employees At Dazzling Deals Enterprise. Scope This SOP applies to all new employees joining the company, regardless of department or position. Purpose To ensure a smooth and efficient onboarding process for new employees, facilitating their integration into the company culture, providing them with necessary tools and information, and setting them up for success in their new roles Stakeholder New Employee 2)Human Resources (HR) Department ger 4)IT Department 6)Finance Department 7)Legal/Compliance Department Documentation ● ● ● Employee Onboarding Checklist New Employee Information Form Employee Handbook Acknowledgment Responsibilities S/N ROLE TITLE 1 RESPONSIBILITY Human Resources (HR) ● ● ● Oversee the onboarding process Prepare necessary documentation and resources Coordinate with other departments for equipment and access needs Hiring Manager ● ● ● Provide role-specific training and information Introduce new employee to the team Set initial work expectations and goals IT Department ● ● Set up necessary equipment and software Provide access to necessary systems and accounts New Employee ● ● ● Complete all required forms and training Engage with onboarding activities and training sessions Communicate any issues or concerns during the onboarding process 2 3 4 Procedure Task Procedure Pre-Boarding 1.1 Offer Acceptance ● ● Confirm receipt of signed offer letter and employment contract. Send a welcome email with start date, time, location, dress code, and agenda for the first day. Duration A day before Resumpt ion of Work 1.2 Documentation ● ● Send a link to the new employee portal to complete necessary forms (e.g., tax forms, direct deposit, emergency contact). Provide a list of documents to bring on the first day (e.g., identification for I-9 verification). 1.3 Workspace Preparation ● ● Welcoming , Orientation Worksetup Coordinate with IT to set up the new employee's workstation, including computer, phone, and any other necessary equipment. Ensure access to necessary systems, email, and software. 2.1 Welcome and Orientation ● ● ● Greet the new employee at the reception or main entrance. Provide a tour of the office, including restrooms, break areas, emergency exits, and key locations. Introduce the new employee to their team and key contacts. 2.2 Paperwork and Policies ● ● ● Collect and verify all required documents. Review company policies, procedures, and employee handbook. Discuss benefits package and enrollment process. 2.3 Workstation Setup Week 1 ● ● ● Job Integration and Feedback Ensure the new employee's workstation is fully operational. Provide an overview of the phone system, email, and other communication tools. Verify access to necessary software and systems. 3.1 Role-Specific Training ● ● ● Week 1 Conduct initial job training sessions, covering key responsibilities and processes. Provide access to any required online training modules or resources. Assign a mentor or buddy to assist the new employee. 3.2 Meetings and Introductions ● ● Schedule one-on-one meetings with the hiring manager and key team members. Set up introductory meetings with other departments if necessary. 3.3 Feedback and Check-In ● ● Continued Development and Integration Hold a check-in meeting at the end of the first week to address any questions or concerns. Provide feedback on initial performance and clarify any doubts. 4.1 Continued Training and Development ● ● Schedule additional training sessions as needed. Encourage participation in any available company training programs or workshops. 4.2 Goal Setting and Performance ● Work with the new employee to set short-term and long-term goals. Week 3 ● Establish a plan for regular performance reviews and feedback sessions. 4.3 Integration Activities ● ● Encourage participation in team-building activities, company events, and social gatherings. Foster opportunities for the new employee to build relationships within the company. Performance 5.1 Performance Review Assessment and Onboarding ● Conduct a formal performance review to assess the new Review employee's progress. ● Provide constructive feedback and identify areas for improvement. 5.2 Feedback Collection ● ● Collect feedback from the new employee about their onboarding experience. Use feedback to improve the onboarding process for future hires. 5.3 Confirmation of Employment ● ● Confirm the end of the probation period and the new employee’s continued employment. Discuss any changes to role, responsibilities, or compensation if applicable. 3rd Month Review and Revision This SOP should be reviewed annually and revised as necessary to ensure it remains effective and relevant to the company's needs. Approval This SOP is approved by: