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Functional Design

The document outlines the employee onboarding process, detailing key components such as the onboarding timeline, stakeholders, major systems, goals, and data flows. It describes specific steps from pre-boarding to full integration, highlighting the roles of HR, IT, and department managers in facilitating a smooth transition for new hires. The document emphasizes the importance of data exchange between systems to track employee progress and ensure compliance.

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TEJASHWIVERMA1753
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7 views2 pages

Functional Design

The document outlines the employee onboarding process, detailing key components such as the onboarding timeline, stakeholders, major systems, goals, and data flows. It describes specific steps from pre-boarding to full integration, highlighting the roles of HR, IT, and department managers in facilitating a smooth transition for new hires. The document emphasizes the importance of data exchange between systems to track employee progress and ensure compliance.

Uploaded by

TEJASHWIVERMA1753
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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L0 - Functional Design: Onboarding Process Overview

Objective: Provide a high-level view of the employee onboarding process to ensure that new hires
are integrated into the company smoothly, with the right tools, knowledge, and support for success.

Key Components:

1. Onboarding Timeline: A structured approach that covers the onboarding phases


(pre-boarding, day 1, week 1, month 1, and first quarter).
2. Stakeholders:
• HR Department
• IT Department
• Department Manager
• New Hire
3. Major Systems:
• HR Information System (HRIS)
• Learning Management System (LMS)
• Employee Self-Service Portal
4. Goals:
• Facilitate employee integration.
• Provide clear expectations and goals.
• Ensure compliance and security protocols are followed.
• Equip the new hire with necessary tools and training.
5. Data Flows: General data such as employee details, training records, and task
completion status are captured in the HRIS and LMS.

L1 - Functional Design: Detailed Process Flow

Objective: Define the specific steps in the onboarding process and how data is exchanged between
departments and systems.

Process Flow:

1. Pre-boarding (Before Day 1):


• HR System: Captures basic employee details and sends a welcome package.
• IT System: Prepares workstation, assigns email accounts, and sets up access to
internal systems.
• Employee Self-Service Portal: Allows the new hire to upload necessary documents
and review the onboarding schedule.
2. Day 1 - Orientation:
• HR: Conducts an orientation session, collects signed documents (e.g., NDA, contract).
• LMS: Enrolls the new hire in compliance training (e.g., workplace policies, safety
protocols).
• IT: Provides a tour of the software tools and systems, ensuring login credentials and
security protocols are in place.
3. Week 1 - Role Training and Integration:
• Manager: Schedules meetings to define role expectations and team introductions.
• LMS: Provides specific training related to the employee’s role, tracked within the
system for completion.
• HRIS: Updates employee profile with initial feedback and progress.
4. Month 1 - Performance Review:
• Manager: Conducts a preliminary performance review.
• HRIS: Stores feedback and performance data, which will be used for future
evaluations.
5. First Quarter - Full Integration:
• HR: Schedules a final onboarding feedback session to assess the employee’s
experience.
• Manager: Reviews the new hire’s contributions and provides any additional support
or training if needed.

Data Flow:

• HRIS ↔ LMS: Real-time data updates for tracking training progress.


• Employee Self-Service ↔ HRIS: Employee updates personal details and documents,
which are stored in the HRIS.
• IT ↔ HRIS: IT updates access permissions based on role changes tracked in the HRIS.

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