Worldwide: Cinco razones por las cuales la integración de los empleados tiene impacto a largo plazo

Last Updated: 14 December 2018
Article by TMF Group

La impresión de un nuevo empleado sobre su compañía comienza antes de ingresar por la puerta principal. Desde el momento en el que recibe una propuesta, a través de la negociación del contrato, al saludarlos el primer día y recibir la capacitación de ingreso, el empleado forma su opinión sobre cuán valorados son y cuánto pueden lograr.

Solo el 20% de las organizaciones tiene un enfoque sistemático y organizado para la integración que va más allá de una simple lista con información que transmitir a un nuevo empleado; y ello puede ser perjudicial tanto para el empleado como para la compañía.

A continuación, se detallan cinco razones por las cuales una sólida integración del empleado es fundamental para la salud de su fuerza laboral y su compañía a largo plazo. (Puede leer más sobre la importancia del ingreso de los empleados en nuestro nuevo eBook*).

Menor rotación de personal 

Un 20% de la rotación de personal sucede durante los primeros 45 días de empleo y eso le genera costos. Puede costarle tanto como $20,000 reemplazar a un empleado promedio cuando considera los costos de contratación y la pérdida de tiempo del personal actual.

No obstante, la mitad de las organizaciones con un proceso de integración formalizado presume tener un 50% más de la retención de contratación. Al comprometerse y comprender la experiencia de integración, tanto para la compañía, el país y la cultura, su personal estará más satisfecho y se sentirá más comprometido con la misión y con más ganas de quedarse.

Mayores niveles de desempeño

No solo es responsabilidad del empleado asegurar un desempeño óptimo. La compañía necesita establecer las condiciones correctas y eso comienza el primer día. Por ejemplo, alrededor de la mitad de los empleados nuevos que fallan al alcanzar los objetivos de desempeño iniciales no tienen una integración formal. En relación a aquellos empleados que, efectivamente, tienen una integración formal, más de tres cuartos cumplen con ese objetivo inicial.

Mayor satisfacción laboral

Si los empleados sienten que aprenden, crecen y son apoyados en su organización es posible que no quieran realizar un cambio rápidamente. Algunos estudios demuestran que un proceso de integración sólido puede hacer poco probable que una compañía pierda más del 60% de su fuerza laboral total en un plazo de cuatro años.

No es necesario señalar que cuando uno se siente confiado en lo que hace, es más probable que esté satisfecho con su trabajo.

Es personal

Cuando un nuevo empleado se incorpora a su organización espera recibir varias piezas de información tales como un plan de beneficios, pensiones, liquidación de salario, entre otras.

Si estas tareas no se desarrollan en el plazo correspondiente o incluso si se cometen errores frecuentes tales como escribir nombres de manera incorrecta, ello puede generar inconvenientes o impactar personalmente en sus empleados e incluso en la vida de sus familias, sin mencionar que cuestionarán el profesionalismo de su organización.

Recuerde mantenerlo a nivel local

Un gran proceso de integración en un país puede ser engorroso en otro. Por esta razón, todos los programas de integración deben chequearse ante cualquier cuestión que pueda quedar desatendida. Por ejemplo, si su sede corporativa está en los Estados Unidos necesita asegurarse de que su kit de bienvenida no tenga referencias que no comprenderán en su oficina en Polonia. En muchos sitios de Europa, referirse a la "Navidad" es relativamente controversial. No obstante, en los Estados Unidos se prefiere utilizar "las vacaciones", mientras que en Oriente Medio y muchas partes de Asia, el 25 de diciembre puede ser otro día en una semana laboral normal. Por otro lado, existen los inconvenientes con las regulaciones laborales: las horas extras reglamentarias, la licencia por maternidad y otros asuntos laborales regulatorios diferirán entre países.

Históricamente, las compañías en Europa y Norteamérica esperarían que sus contrapartes internacionales se adapten a sus culturas. No obstante, mientras la actividad económica se mueve hacia el Este, cada vez más compañías comprenden el valor de hacer sus programas de integración a medida para otras culturas. Al localizar la integración, le brindan al nuevo empleado la mejor oportunidad posible de relacionarse y prosperar en su compañía a largo plazo.

Cómo podemos ayudarle

Reconocemos que no siempre es posible contar con una presencia local de recursos humanos en oficinas pequeñas o remotas.

TMF Group puede ayudar a sus nuevos empleados a tener un ingreso más eficiente y efectivo. Descargue nuestro eBook para descubrir la importancia de la administración de RR.HH., o contacte a nuestros expertos locales. Con operaciones alrededor del mundo, TMF Group puede actuar como una extensión de su departamento de RR.HH. y brindar soporte administrativo a nivel local y mantenerlo en cumplimiento, desde el momento de ingreso en adelante.

*Disponible en idioma inglés.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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