Have you ever arrived at a new company to start a new job, full of enthusiasm and ready to throw yourself into your responsibilities, only to realize that you don't have everything you need to get up and running? 

You're not alone. 

According to a study carried out by the Vlerick Business School, almost 57% of employees do not have all the tools and access they need when they arrive. This is whereIT onboardingoften neglected by existing HRIS tools, becomes crucial.

As the war for talent rages on and companies compete to attract and retain the best employees, IT onboarding is often the poor relation in the integration process. Yet the consequences of chaotic or inadequate onboarding can be disastrous, both for the productivity of new employees and for the employer's image:

• Sales reps who don't have CRM access to follow in-house training to get to grips with the tool,
• Employees who don't have the right network access to consult the various documents specific to their department/activity,
• Others who have their own mailbox, but are not on the right distribution lists or in the right slack/teams channels,
• No access to networks and the right files to be able to upgrade skills immediately,
• Sales staff who don't have a computer or cell phone and have to use their own equipment
• Etc...

Such situations happen all too often, with 82% of companies feeling unprepared on the day a new employee arrives, according to a study by Deloitte.

So why is it that even companies with HRIS and/or onboarding solutions all make the same observation?

3 challenges for IT Onboarding

To answer this question, let's take a look at the 3 challenges we need to address in order to anticipate an employee's needs, coordinate the various parties involved and avoid the need to go back and forth by email, teams or at the coffee machine.

1. The management of hardware and software resources is fragmented within the company:

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• The IT department manages the IT equipment and administers network access and the main software.
• finance administers accounting software, expense reports, ...
• Sales handles CRM, Linkedin Sales Nav and other Sales applications
• marketing manages marketing automation solutions, photoshop,...
• general services take care of badges, cars, etc.

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2. Employees must have resources specific to their role in the company.

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This is in addition to the hardware and software resources common to all employees, such as a mailbox, team access, a badge, a computer... For example :

• sales staff: smartphone, access to expense claim software, CRM, Linkedin Sales Nav license, car, etc.
• developers: keyboard, mouse, 2 screens, Github/Gitlab access, docker, ssh server access, text editor, etc.
• marketing manager: photoshop, Facebook manager, marketing automation, etc.

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3. Complicated coordination between HR, Manager, IT and General Services

To get the full picture of what you need to prepare for a new employee:

• HR formalizes the arrival of a new employee: sending and signing the contract, administrative formalities...
• The employee's manager knows what the new employee will need: hardware, software, etc...
• The many people responsible for hardware and software resources (internal and external) need to have the employee's information and resource requirements at an early stage.

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Are you faced with these situations? 

• Discover the Onboarding IT white paper: 3 practical methods you can implement quickly.
• Test Pyla solutions to streamline the IT onboarding process.

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Pyla is a B2B software package that interconnects with HRIS solutions to coordinate HR, Manager, IT and General Services in order to manage the allocation/disallocation of hardware and software resources for the entry/exit/mobility of employees and service providers.

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