We see that the quality and quantity of information transfer greatly influences the new colleague’s engagement in the short term. Therefore DEVELOR offers a unified, game-based process for the onboarding of new employees.
The optimization of the onboarding process is achieved through the usage of a modern tablet-game technology. A special educational game programmed on tablets includes different tasks and activities that need to be completed around the company premises with the involvement of fellow newcomers, colleagues or objects aroung them. It combines digital elements with the mechanics of a traditional escape game.
The aim of the game is to get participants to know the business environment in which the organization operates. The activities of the player team are based on the history, values, safety and other selected aspects that every new employee must learn.
An exciting, fun-to-play and technology-supported integration program allows newcomers to have a better understanding of the company, their work, and their colleagues and gain a highly positive and memorable first experience.
Through a collaborative partner, DEVELOR has all the technology, equipment and experts to develop a fully customized, game-based onboarding program for your company.
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Pogled na dramatične zdravstvene, ekonomske i ekološke promjene oko nas ne ostavlja sumnju da živimo u VUCA svijetu. Svijet koji se opisuje svojom promjenjivošću, nesigurnošću, složenošću i dvosmislenošću postavlja nove izazove i zahtijeva nova rješenja od svih nas.
If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
“How happy are you at work?” A simple, but powerful question, which can expressively indicate the well-being, and thus the current level of engagement of our employees. Especially if it is regularly asked and monitored over time.
The various business benefits that are brought by high employee engagement at a company has been widely discovered, therefore the topic of engagement has become one of the most significant focus areas to explore and improve. You cannot, however, improve employee engagement without knowing where your company stands.
Highly engaged business units have 12% higher customer advocacy, 18% higher productivity, and 12% higher profitability (source: Gallup). It is not a question any longer that highly engaged workforce is a differentiating factor. But driving engagement isn’t easy and requires a sophisticated approach.
The onboarding period and the impressions gathered by a newcomer set the tone for the entire employee-employer relationship. The onboarding experience can ultimately determine if that relationship will be fruitful or painfully short. Loosing talents during the probation period is a real risk for every company.
Employer branding is often misinterpreted; it is neither Recruitment Marketing nor just the communication as an employer, but the conscious process of positioning and promoting an organization as the employer of choice to a desired target group. One that a company needs and wants to recruit and retain.
Employee turnover is usually highest in the first 3 months after joining. In our experience, employee engagement decreases the most during this period: the enthusiastic candidate will become a disappointed retiree. Day one and onboarding are a crucial part of the employee’s career.