Onboarding, an Important Process in Employee Recruitment

03 June 2024

Onboarding is one of the important processes in the recruitment stage of new employees in a company.

Basically, the task of the human resources (HR) team does not stop until the employee accepts the job. However, all subsequent processes include ensuring employee attendance during the onboarding process which is usually carried out on the first day of work.

As the saying goes, "If you don't know, you won't love", the onboarding process can be said to be an introduction process for new employees. Each company also certainly has a different onboarding process, both in terms of activities and format.

To find out more about the onboarding process in the employee recruitment system carried out by the HR team, read more in this article.

Definition of Onboarding

In the world of HR, the term onboarding is certainly not a foreign term. Onboarding is a process carried out by a company's HR team, with the aim of introducing, guiding and integrating new employees into the company.

Employee onboarding is also not a short process because it consists of various stages depending on each company.

In this onboarding process, employees will do various things such as completing administration and explaining tasks. In this process, an introduction to the company in general and also per team is also carried out.

Onboarding Goals

After knowing the meaning, you also need to know the purpose of holding onboarding in a company with the HR team as the implementer. The following are the objectives of holding onboarding which is one of the processes in the company:

Increase Work Productivity

The first goal of onboarding is to increase work productivity. A comprehensive onboarding process provides employees with the knowledge and skills needed to perform their duties efficiently. By understanding the work processes, systems and tools used, employees can start contributing more quickly and with more confidence.

Good onboarding can also help reduce the time it takes for employees to reach optimal levels of productivity. By providing relevant training and appropriate guidance, employees can accelerate their learning and adjustment process to new roles.

Increase Employee Retention

In the long term, the right onboarding process can increase employee retention.

Onboarding activities help employees more quickly recognize the company's new environment. Good onboarding helps new employees understand the company's vision, mission, values ​​and culture.

The more connected they feel to the company and understand how their role contributes, the more likely they are to stay.

Building Employer Branding

Onboarding activities that are carried out correctly can increase the employer branding of a company as an attractive place to work. Onboarding helps employees to adapt in the future and can build a positive image for the company.

With an interesting onboarding process, employees can also share stories about their work experiences with close relatives. This has a more positive impact on the employer branding of a company and makes many new candidates enter the company.

Improve Security

The next goal of the onboarding process is to increase security, especially for companies operating in the heavy equipment or manufacturing sector.

The onboarding process can discuss the work safety rules required by new employees.

This is because the use of heavy equipment or manufacturing processes usually requires caution or more detail to remain safe at work. The onboarding process in heavy equipment or manufacturing companies can minimize the risk of work accidents.

Example of Employee Onboarding Activities

In undergoing the onboarding process, companies often design a series of activities aimed at integrating new employees into the work environment smoothly and effectively.

The following are some examples of activities that are usually carried out in the onboarding process:

Company Introduction

Usually in the employee onboarding process, on the first day there will be an introduction to the company. At this stage, information about the company will be provided, both in terms of business, organizational structure and various company achievements.

This activity will add more insight to new employees. So that when carrying out his duties, he will be more adaptive because he knows the company more deeply.

Introduction to the Team

After the company introduction process, HR will conduct an introduction with the team. Especially the team that works closely with the new employee. Usually employees will be introduced to their superiors and members where they work.

In this session, usually the superior will explain how the job works, tasks, and provide various supporting documents. It is enough to pay attention to the comfort of new employees in this session so that they can follow the processes that are already running in the company well.

Casual Session

In this session, not all companies actually do this. Usually this session is held a week after the employee has worked, where HR invites the employee to discuss their experiences after one week of work.

All suggestions obtained will be taken into account for future evaluation.

Keep in mind that the onboarding process at each company is different according to your needs. But of course every company's HR team will create an onboarding process with the aim of providing an introduction and guiding new employees so that they are more comfortable working.

If you want to know various knowledge related to the field of human resources, take this Building Employee Excellence training. The session which will be held by Prasmul Eli will be held for 2 days and will provide you with information regarding:

  • HRM Models
  • Acquiring - DEI & EVP (Employer Branding)
  • Developing - Bench Strength & Reskilling Upskilling
  • and many more

Not only is the material interesting, this session will be conducted by practitioners in the field of human resources who already have experience. Register for the session immediately via this link.

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HRM: Understanding Functions and Benefits for Business
18 July 2024

Human resource management or HRM (Human Resources Management) is something that is important for business owners to know.

The reason is, a good company has three resources, namely; physical resources, financial resources, and human resources. Acting as a driving force, human resources must be managed well for the sustainability of the company.

Moreover, a successful company depends on the quality of its human resources. This makes good HRM necessary to achieve company goals.

Understand more about what is meant by HRM, its functions and benefits for your company in the following review.

Understanding HRM

HRM or Human Resources Management is the activity of organizing and managing employees in a company to implement the vision, mission and business goals.

HRM is reliable enough to maintain the smoothness and efficiency of business, both for small and large scale companies.

Activities include recruitment, training, compensation, retention and employee motivation.

HRM Function in the Company

The following is a more complete explanation of the HRM function in the company, including:

Recruitment and selection

A company's HRM holds responsibility for planning, advertising, selecting and recruiting employees as needed.

This process includes interviews, assessments, and selecting the most suitable employees for the available positions.

Training and development

The second HRM function is as a designer and implementer of training programs.

The training provided must be able to improve employee skills, knowledge and competence.

For example, HRM plans training that involves employees from various departments to learn and master the latest software.

The program includes hands-on training sessions, case studies, and real projects that require employees to apply their new knowledge in the context of everyday work.

This series of training will increase employee productivity which will ultimately result in the company's progress.

Performance manager

Performance management is an important HRM task that involves assessing employee performance. HRM sets goals, provides feedback, evaluates performance, and designs improvement plans.

For example, HRM can help in setting measurable performance goals and providing constructive feedback to employees.

By conducting regular evaluations, HRM can identify performance strengths and weaknesses, as well as design training programs to improve employee performance.

Communication intermediary

The next function of HRM in the company is as a communication intermediary between leaders and employees and vice versa.

Information such as policy announcements and company developments, as well as input on a problem, is usually communicated first to HRM.

For example, a company faces a policy change regarding flexible working hours. Before the official announcement to all employees, the company leadership conveys the information first to HRM.

HRM is then responsible for communicating the policy to all employees.

HRM not only conveys information, but also opens communication channels to receive input and questions from employees.

This creates transparency in the company's internal communications and helps manage change more effectively.

Employee welfare manager

HRM is also responsible for ensuring the safety, comfort of the work environment and security standards for employees.

Apart from that, HRM is tasked with handling employee benefits such as health insurance, leave and other welfare programs.

Employee position planning

HRM workforce planning is said to be successful if the company can maintain operational continuity well, including when someone leaves.

For example, when a senior level employee chooses to leave, the company can quickly find a replacement so that productivity is maintained.

Likewise, when a staff member is to be appointed senior, he or she will receive provisions first so that they are better prepared for their appointment.

Conflict management

HRM is a key role in handling conflict among team members or between the team and leadership. They can mediate, resolve disputes, and find solutions that support a harmonious work environment.

By mediating, they facilitate constructive discussions and reach an agreement that satisfies both parties. These actions help maintain a positive work atmosphere and support team productivity.

Benefits of HRM for Companies

If the HRM functions above run well, the company can obtain several benefits:

  • Play a role in achieving departmental or company targets as a whole which has an impact on increasing profits.
  • Appropriate placement of employees according to competency and company needs to maximize work results.
  • Maximum time management resulting in optimal productivity.
  • Facilitates the delegation process from leadership, so that employees can focus on carrying out their respective tasks.
  • Providing employees with a series of training to improve their abilities and skills in preparation for their next career level.

That's the information you need to know about what HRM is, its functions and benefits for your company. A good HRM system is one that is able to produce a solid, productive and profitable team for the company.

However, an HRM system that was successful 5-10 years ago is not necessarily still relevant today. An HR manager must keep up with various changes ranging from the way business is managed, technology, to the expectations of today's job seekers.

If you want to explore HR that is relevant today, follow the short program HR Today: Building Employee Excellence from Prasmul Eli.

In the two-day program, the scope of learning includes:

  • HR Today - What & Why, People Strategy
  • HRM Models
  • Acquiring - DEI & EVP (Employer Branding)
  • Developing - Bench Strength & Reskilling Upskilling
  • Guest Speakers
  • Rewarding - total reward package
  • Maintaining - Well Being, Mental Health, Hybrid Working, Work Life & Play
  • Wrap Up

Register yourself via the following link to take this class!

The Role of Artificial Intelligence (AI) in Online Assessment Center, a Paradox in the Digital Age
03 July 2024

prasmul-eli and Talentlytica, a start-up company that focuses on providing assessment technology services for human resource assessment purposes, held a webinar entitled "Improving Assessor Competence in the Digital Age with Online Assessment Center". The webinar thoroughly explores the position of the Assessment Center Assessor in the midst of the onslaught of Artificial Intelligence (AI) technology which can be said to "threaten" the position of the Assessors because AI itself can work faster in making a report or writing, when compared to even the most experienced Assessor. However, it turns out that in the Online Assessment center, the assessor still takes a very important role in the Assessment Center. AI can certainly play a big role in making the Assessment Center process more effective and efficient, but to completely replace the Assessors who have the wisdom and flexible cognition abilities like humans, is not possible for AI in most scenarios.

Here are some reasons why it is not possible for AI to create an Assessment Center report:

Complex Evaluation Methods:

Assessment Center assessors often evaluate not only the outcome of tasks, but also the process, interpersonal skills, decision-making, and other aspects of a candidate's behavior. AI, while capable of analyzing certain types of data and responses, may struggle to capture the complexity of interactions, discussions, expressions, gestures and the general context of human thought.

 Subjectivity and Context:

Assessment Center Assessors conduct assessments using analytical skills, real-world experience, intuition, and wisdom to assess situational context that is currently difficult for AI to accurately replicate. In addition, Assessors are able to read subtle cues, adapt evaluation criteria based on real-world observations, and provide holistic feedback that considers factors beyond quantitative calculations, including recognizing whether participants are using AI to respond within the Assessment Center.

 Ethical Considerations:

Using AI to make decisions in an Assessment Center process raises ethical issues related to bias, fairness, and transparency. Assessors who have been specifically trained in Assessment Centers are better equipped to deal with these ethical challenges, as they are already skilled and will ensure that assessments are fair and inclusive.

 Candidate Experience:

Candidates will often feel much more comfortable interacting with humans in an Assessment Center process, as it involves more emotion, including empathy, understanding, and personalized feedback. The Assessment Center Assessor can provide a personal touch that may be difficult for AI to replicate effectively.

 Assessment Center is indeed a process that is more dominated by humans, the use of technology including AI in it, will indeed be very helpful in the administrative process, but not in the end result. In the end, human expertise and technological advances such as AI will produce a unique combination of efficient and effective processes, if used properly.


Gardhika Waskita Pakqi
Resident Assessor of prasmul-eli

Company Culture as the Key to Organizational Success
01 July 2024

Company culture is an invisible foundation, but is very determining in the success of an organization. Because in a business world full of competition, the success of a company is not only determined by a strong business strategy.

Corporate culture is the identity of an organization, including the values, beliefs and norms that shape the way employees work and interact. A positive culture can be a driving force in achieving the company's long-term goals and creating a productive and harmonious work environment.

Basically, this one thing is a reflection of the organization's vision and mission which is translated into daily actions and interactions between team members. When the culture is clear and consistently implemented, employees can be more connected to the company's goals and motivated to contribute optimally.

However, building and maintaining a positive company culture is not an easy task. Find out how by reading this article to the end.

The Importance of Company Culture

Here are some reasons why building a strong company culture is critical to business success.

Increase Performance and Productivity

A positive company culture can improve employee performance and productivity. When employees feel valued and are in a supportive environment, they tend to be more motivated to provide their best performance.

Studies show that companies with a strong culture have higher levels of employee engagement. This has a direct impact on increasing productivity.

Increasing Employee Loyalty

Employees who feel connected to the company's values ​​and goals tend to be more loyal. An inclusive and supportive company culture makes employees feel like they are part of something bigger.

Ultimately this process will reduce turnover and costs associated with recruiting and training new employees.

Creating a Strong Corporate Identity

Corporate culture helps shape a company's identity and reputation. A strong identity makes it easier for companies to attract the best talent and create a positive image in the eyes of customers and business partners.

For example, companies like Google and Zappos are known for their unique cultures that have become an integral part of their brands.

Steps to Building a Company Culture

After understanding the importance of having a strong company culture, the next step is knowing how to create and maintain one. The following are several strategic steps you can take to build a positive culture and support long-term success.

Determine Company Values ​​and Vision

The first step in building a company culture is defining the company's values ​​and vision.

These values ​​must reflect the principles that the company wants to uphold and guide every business decision. A company vision should provide a clear picture of the company's long-term goals and aspirations.

Effective Communication

Once the values ​​and vision are established, it is important to communicate them effectively to all employees. Open and transparent communication ensures that everyone in the company understands and imbues these values.

This can be done through training, regular meetings, and various internal communication channels.

Apply Values ​​in Daily Practice

Company values ​​must be integrated into all aspects of company operations, from the recruitment process to performance evaluation. Concrete examples of implementing these values ​​will help strengthen company culture.

For example, if one of the company's values ​​is innovation, then the company must provide space and resources for employees to innovate.

Recognition and Awards

Rewarding employees who contribute positively to company culture can motivate and strengthen desired values. An effective recognition program not only improves employee morale but also sends the message that the company values ​​and respects individual contributions.

Supportive Leadership

Leadership plays an important role in building and maintaining company culture. Leaders must be role models who reflect the company's values ​​in their daily actions. Authentic and inspiring leadership can create a positive and dynamic work environment.

The Impact of Corporate Culture on Business Success

Building a company culture also has a direct impact on business success. The following are some examples of the impact:

Innovation and Creativity

A company culture that encourages collaboration and creativity can produce sustainable innovation. Companies that give employees the freedom to innovate will be better prepared to face challenges and changes in the market.

Business Sustainability

A strong company culture helps create business stability and continuity. With motivated and loyal employees, companies can focus more on long-term development rather than having to constantly address internal problems.

Reputation and Competitiveness

A positive company culture builds a good reputation in the eyes of customers, business partners and society. This reputation increases a company's competitiveness in the market, enabling the company to attract and retain customers.


In an ever-changing business world, the ability to adapt is the key to success. A company culture that supports learning and adaptation helps companies to more easily navigate change and innovation in the marketplace.

Building a strong company culture is a long-term investment that brings many benefits to the company. A positive and strong culture will create a strong corporate identity, increase employee loyalty, and strengthen the company's reputation.

Apart from knowing about company culture, there are still many business aspects that need to be studied for organizational success. You can choose prasmul-eli which has several short program options.

With a learning duration of only 1-3 days, this program presents facilitators who are experts in their fields so you can gain new business insights and tricks.
What are you waiting for, contact prasmul-eli for more complete program information via this link!