每一份招聘申請背後都是一個活生生的人。 而人類尋找的是連結。聯繫能創造歸屬感，並影響團隊的感受和表現。但對於新員工來說，在一家總部設在其他地方的全球性公司工作可能會感到孤獨。有了豐富的入職經驗，就不一定非得如此。 積極的全球入職體驗有助於新員工感受到歡迎並做好工作準備——無論他們身處何處。
A global team onboarding plan and a best-in-class employer of record (EOR) like G-P™ can help new global hires feel connected from day one.
有效的國際入職流程有哪些好處？
入職培訓，也稱為組織社會化，是一個人力資源術語，用來描述將新聘員工融入組織的過程。 入職培訓使新員工熟悉其新角色的所有要素，並為他們的成功做好準備。
讓我們來探討一下有效入職流程的五大好處：
- Better productivity: A SHRM study found that new hires are 50% more productive when they successfully complete a standardized onboarding. Efficient onboarding can help new hires learn quickly so they can start contributing to your organization faster.
- Strengthened company culture: As you expand your business globally, company culture is key to employee retention. The most successful companies go out of their way to integrate brand core values and principles into the onboarding experience.
- Reduced employee turnover: According to Harvard Business Review, new employee turnover rates can be as high as 20% within the first 45 days. Structured training can help new hires feel more connected to their role and your company.
- Decreased training costs: You can reduce the time and costs associated with learning and development by providing new employees with key tools and resources during their first week on the job.
- Improved employee satisfaction and engagement: A seamless onboarding experience can help new hires feel more engaged with their work, team, and your company culture. Engaged employees tend to be more productive and have stronger job performance overall.
成功的全球入職流程的4要素
Building an efficient global onboarding process takes planning. You'll need to keep it consistent while also customizing certain aspects for each country you hire in. Keep the following in mind:
- Local adaptation: Use the local language in onboarding materials if English isn't a requirement for the job. Adjust your approach to match how people communicate, work, and live in each country.
- Compliance and legal needs: Every country has different employment laws. Tax rules, data privacy, and holiday time vary from one location to another. Work with compliance experts who understand local rules to create an onboarding process that meets legal requirements.
- Role-specific training: Create learning plans for each job and location that include a mix of company-wide training and job-specific skills. Training should be easy to access and follow, with simple language and video examples.
- Technology and tools: Use online platforms that have multiple languages and learning options. Make sure everyone can access the platform from day one. Be sure to provide training on the platform before assigning learning tasks.
國際員工入職所需文件
文件記錄是全球入職流程的重要組成部分。遺漏或不正確的文件會延遲開始日期、造成合規問題，並讓新聘人員感到挫折。請在全球團隊成員入職第一天之前準備好必要的文件：
- Legal and compliance documents: These include employment contracts, country-specific tax forms, data privacy agreements, and required insurance enrollment forms.
- Company-specific documents: You'll need an employee handbook, a company policy adapted for local laws, organizational charts for global reporting structures, a code of conduct with cultural considerations, and intellectual property agreements.
- Role-specific information: Provide clear job descriptions, appropriate training schedules, team contact lists, and project plans with deadlines.
- Payroll and banking information: Include information about when people get paid, expense rules, tax forms, and how to sign up for benefits.
- Preboarding documents: These may include a welcome packet about your company culture, a list of equipment, a first-week schedule, and who to call for emergencies.
G-P Gia™, our AI-powered global HR agent, can help you complete global onboarding tasks in minutes. Through advanced, multistep AI reasoning, Gia thinks like a lawyer and gives you context-specific guidance across 50 countries and all 50 U.S. states. Use Gia to review, analyze, and generate HR documents like employment contracts, employee handbooks, benefits enrollment forms, and onboarding checklists to ensure a successful integration of new hires.
新員工入職檢查清單：9 有效整合的步驟
According to the 2025 Global Workforce Trends, onboarding new staff is one of the top three challenges for companies in industries like manufacturing. With a well-supported EOR solution and advanced HR tools like Gia, it doesn’t have to be.
提升入職效率的9步驟 |
1.讓新員工提早使用系統。 |
2.制定90一天的入職培訓計畫。 |
3.指定一位導師或夥伴。 |
4.明確員工福利。 |
5.從第一天起就提供技術資源。 |
6.嘗試分組入職培訓。 |
7.進行定期檢查。 |
8.透過雇主簡化人力資源文件。 |
9.提供24/7 支援。 |
讓我們探討結構化的入職流程和一流的人力資源；人力資源技術如何幫助新員工感受到連結。
1.讓新員工提早使用系統
在新進員工入職日期之前，讓他們能夠取得所有入職文件和資源。通常被視為「登機前準備階段」的一部分，務必將所有設備和工具交付給船員。
不要忘記設定您的準聘用人員；新進人員的電子郵件和公司帳戶，以便您的人力資源；人力資源團隊可以在第一天提供登入詳細資訊。
2.制定為期90天的入職計劃
制定入職計畫是有效設定目標的關鍵。所有員工都需要基本瞭解他們的日常角色和責任。請務必設定績效期望，包括每月、每季及每年的目標。
將此入職計畫作為跳板，制定目標和潛在目標。強大的路線圖包括
- Week 1: Orientation and initial training
- Week 2: Job-specific training and mentorship meetings
- Weeks 3-4: Course certifications, training with subject matter experts, and individual or team goal setting
- Weeks 5-8: Regular check-ins with managers, ongoing company-wide training with cohorts, and performance feedback discussions
- Weeks 9-12: Introduction to long-term team projects and ongoing career development plans for the year ahead
3.指定一位導師或夥伴
你的準聘人員；新進人員除了面試他們的人之外不會認識任何人。 為你的新員工配備一位導師或夥伴，以便他們從一開始就能獲得支持和指導。經驗豐富的員工可以幫助準聘人員；新進人員適應新的角色、工作文化和組織。
4.明確員工福利
Competitive, up-to-date benefits help attract top talent. In fact, 82% of employees say that having a better understanding of their benefits would give them a greater sense of stability.
Partner with a best-in-class EOR solution to easily administer locally compliant benefits plans for your global teams. You can also use Gia to research statutory and market-standard benefits in different countries, so your offerings remain competitive and compliant. Gia can review your current benefits policies (such as health insurance, retirement plans, paid time off, and wellness programs) to ensure they comply with local and international employment laws.
5.第一天就提供科技資源
入職流程中的合規部分應包括 IT 安全政策和實務。分享所有「員工入職」專案軟體和硬體使用指南，包括：
- 密碼管理
- 數據備份
- 數據共享或僅訪問的界限
- 流動設備使用
- 無線網路使用
- 雙因素認證
6.嘗試小組入職培訓
Onboarding several hires at the same time can help build community. Our bulk onboarding feature frees up your HR teams and creates a straightforward path for new hires.
7.進行定期檢查
每週或每日簽到是成功的員工入職流程的重要組成部分。 建立結構化的簽到文件，概述目標以及個人發展規劃的狀況。別忘了定期詢問回饋意見，並為員工創造提供意見的空間。
8.簡化人力資源；人力資源文檔
HR documentation is a key element of the employee orientation part of onboarding. G-P technology and self-guided workflows simplify and streamline onboarding. With features like our Employment Contract Generator, you can create legally compliant contracts in just a few clicks and present them to candidates for faster and simpler onboarding.
9.提供24/7 支援
提供區域內人力資源支持，並提供可靠的幫助中心。 我們專業的本地人力資源專家會根據新進員工所在時區和語言，為他們提供在地支援。 除了人工支援外，我們還提供平台內的智慧人工智慧G-P Assist 。 新進員工隨時都能即時獲得問題的答案。
