{"id":10480,"date":"2023-06-01T15:42:03","date_gmt":"2023-06-01T15:42:03","guid":{"rendered":"https:\/\/www.e-works.fr\/blog\/?p=10480"},"modified":"2023-06-01T15:42:04","modified_gmt":"2023-06-01T15:42:04","slug":"onboarding-rh-differences-pre-boarding-post-boarding","status":"publish","type":"post","link":"https:\/\/www.e-works.fr\/blog\/onboarding-rh-differences-pre-boarding-post-boarding\/","title":{"rendered":"Onboarding RH : quelles diff\u00e9rences entre pr\u00e9-boarding et post-boarding ?"},"content":{"rendered":"\n

Les ressources humaines ont bien compris que l’accueil des collaborateurs, tout comme l’off-boarding<\/a> (l’accompagnement au d\u00e9part des salari\u00e9s en cas de d\u00e9mission) \u00e9tait une \u00e9tape cruciale pour la r\u00e9tention des talents : en effet, de nombreuses nouvelles recrues d\u00e9cident de mettre fin \u00e0 leur p\u00e9riode d’essai, \u00e0 cause d’une mauvaise int\u00e9gration<\/strong>. Tout ce processus s’appelle l’onboarding, et on y trouve diff\u00e9rentes phases qui \u00e9voluent en fonction de vos besoins en tant que personne recrut\u00e9e. Dans cet article, nous allons vous expliquer en d\u00e9tail les \u00e9tapes du pr\u00e9-boarding et du post-boarding, deux moments cl\u00e9s de l’onboarding RH.<\/p>\n\n\n\n

Onboarding RH d\u00e9finition : c’est quoi ?<\/h2>\n\n\n\n

Avant d’entrer dans les d\u00e9tails du pr\u00e9-boarding et du post-boarding, il est important de comprendre ce que signifie r\u00e9ellement l’onboarding. L’onboarding est un processus d’int\u00e9gration des nouveaux salari\u00e9s dans une entreprise, qui vise \u00e0 faciliter leur transition du statut de candidat \u00e0 celui de nouveau collaborateur \u00e0 part enti\u00e8re. L’objectif principal de l’onboarding est de favoriser l’engagement et la r\u00e9tention des talents en leur offrant une exp\u00e9rience d’int\u00e9gration positive d\u00e8s le d\u00e9but de leur parcours professionnel au sein de l’entreprise. Cela passe par de nombreux \u00e9l\u00e9ments, dont les fameux goodies \u00e0 l’effigie de l’entreprise<\/a>.<\/p>\n\n\n\n

Pre-boarding et post-boarding : quelles diff\u00e9rences entre les deux approches ?<\/h3>\n\n\n\n

Maintenant que vous avez une meilleure compr\u00e9hension de l’onboarding, int\u00e9ressons-nous aux sp\u00e9cificit\u00e9s du pr\u00e9-boarding et du post-boarding.<\/p>\n\n\n\n

Le pr\u00e9-boarding : un aper\u00e7u de la soci\u00e9t\u00e9 avant m\u00eame d’y travailler<\/h3>\n\n\n\n

Le pr\u00e9-boarding repr\u00e9sente la premi\u00e8re phase de l’onboarding et offre la possibilit\u00e9 \u00e0 une nouvelle recrue de venir sur le lieu de travail avant de commencer officiellement sa mission<\/strong>. Vous avez bien lu : vous seriez dans les locaux de votre futur employeur, \u00e0 c\u00f4toyer vos futurs collaborateurs, tout en \u00e9tant salari\u00e9 de son entreprise actuelle… Cette approche pr\u00e9coce permet \u00e0 la personne recrut\u00e9e de d\u00e9couvrir l’environnement de travail, de rencontrer ses futurs coll\u00e8gues et de se familiariser avec les outils et les proc\u00e9dures sp\u00e9cifiques de l’entreprise. Le pr\u00e9-boarding peut \u00e9galement inclure des \u00e9tapes administratives telles que la signature des contrats et la collecte des informations personnelles n\u00e9cessaires.<\/p>\n\n\n\n

Le post-boarding : la v\u00e9rification que tout va bien apr\u00e8s embauche<\/h3>\n\n\n\n

D’un autre c\u00f4t\u00e9, le post-boarding se produit une fois que la nouvelle recrue est officiellement dans l’entreprise et entame son poste. Il s’agit d’un processus continu d’int\u00e9gration et d’accompagnement<\/strong> qui vise \u00e0 soutenir le passage de candidat \u00e0 nouveau salari\u00e9. Pendant le post-boarding, les ressources humaines et les responsables hi\u00e9rarchiques jouent un r\u00f4le essentiel en offrant un suivi r\u00e9gulier, en proposant des formations compl\u00e9mentaires si n\u00e9cessaires, et en encourageant l’int\u00e9gration sociale au sein de l’\u00e9quipe. Ce processus peut durer plusieurs semaines voire plusieurs mois, selon les besoins sp\u00e9cifiques de la nouvelle recrue et les exigences du poste.<\/p>\n\n\n\n

\"reussir-organisation-seminaire-entreprise\"<\/figure>\n\n\n\n

Des conseils aux RH pour r\u00e9ussir l’accueil des nouvelles recrues<\/h3>\n\n\n\n

Maintenant que vous connaissez les diff\u00e9rences entre le pr\u00e9-boarding et le post-boarding, voici quelques conseils pour vous aider \u00e0 bien accueillir les nouvelles recrues :<\/p>\n\n\n\n

    \n
  1. Communiquez clairement :<\/strong> d\u00e8s le pr\u00e9-boarding, assurez-vous de fournir \u00e0 la nouvelle recrue toutes les informations n\u00e9cessaires concernant la date de d\u00e9but, les attentes et les \u00e9tapes \u00e0 suivre. Maintenez une communication ouverte et transparente tout au long du processus.<\/li>\n\n\n\n
  2. Planifiez une journ\u00e9e d’accueil structur\u00e9e :<\/strong> pendant le pr\u00e9-boarding, organisez une journ\u00e9e sp\u00e9ciale pour pr\u00e9senter l’entreprise, son histoire, sa culture et ses valeurs. Pr\u00e9voyez \u00e9galement des rencontres individuelles avec les membres cl\u00e9s de l’\u00e9quipe.<\/li>\n\n\n\n
  3. Offrez un accompagnement personnalis\u00e9 :<\/strong> pendant le post-boarding, assignez un mentor ou un parrain \u00e0 la nouvelle recrue. Ce dernier pourra r\u00e9pondre \u00e0 ses questions, l’aider \u00e0 s’int\u00e9grer socialement et l’accompagner dans sa mont\u00e9e en comp\u00e9tences.<\/li>\n\n\n\n
  4. Proposez des formations continues :<\/strong> assurez-vous de fournir \u00e0 la nouvelle recrue les formations n\u00e9cessaires pour d\u00e9velopper ses comp\u00e9tences et r\u00e9ussir dans son nouveau r\u00f4le. Cela peut inclure des formations techniques, des ateliers de d\u00e9veloppement personnel ou des cours en ligne.<\/li>\n\n\n\n
  5. \u00c9valuez r\u00e9guli\u00e8rement l’int\u00e9gration :<\/strong> effectuez des \u00e9valuations r\u00e9guli\u00e8res pour mesurer le niveau d’int\u00e9gration de la nouvelle recrue et identifiez les \u00e9ventuels probl\u00e8mes ou besoins suppl\u00e9mentaires. Utilisez ces retours pour am\u00e9liorer continuellement votre processus d’onboarding.<\/li>\n<\/ol>\n\n\n\n

    L’onboarding RH est un processus essentiel pour favoriser l’engagement et la r\u00e9tention des talents au sein de votre entreprise, et surtout r\u00e9duire le taux d’abandon de poste durant la p\u00e9riode d’essai<\/a>. Le pr\u00e9-boarding et le post-boarding jouent un r\u00f4le cl\u00e9 dans ce processus en offrant une exp\u00e9rience d’int\u00e9gration positive et en accompagnant les nouveaux salari\u00e9s tout au long de leur parcours professionnel. C’est un chantier RH sur lequel il faut s’investir, car plus vous serez en mesure de r\u00e9ussir l’accueil des nouvelles recrues et de renforcer votre capital humain pour atteindre vos objectifs organisationnels.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Les ressources humaines ont bien compris que l’accueil des collaborateurs, tout comme l’off-boarding (l’accompagnement au d\u00e9part des salari\u00e9s en cas de d\u00e9mission) \u00e9tait une \u00e9tape<\/p>\n","protected":false},"author":1,"featured_media":9884,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[63],"tags":[],"class_list":["post-10480","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management-rh"],"yoast_head":"\nOnboarding RH : diff\u00e9rences entre pr\u00e9-boarding & post-boarding<\/title>\n<meta name=\"description\" content=\"Dans cet article, nous allons vous expliquer en d\u00e9tail les \u00e9tapes du pr\u00e9-boarding et du post-boarding, deux moments cl\u00e9s de l'onboarding RH.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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