Every business hires new staff and eliminates workers due to retirement. Many small- to medium-sized businesses lack flexible procedures that take into account younger hiring trends, social media growth, and alterations in corporate culture.

However, a question may arise, “Is it really employee offboarding and onboarding an effective process for business?”

Hiring onboarding process and offboarding are quite important for your business as a whole. Your business can better manage risks, boost productivity, and cut down on staff turnover. 

Additionally, these processes ensure the confidentiality of your data and the safety of your company from any dangers, including insiders.

Without further delay, let’s explore it below!

Why Are Staff Onboarding and Offboarding Effective Processes?

Onboarding and offboarding new employees are two crucial HR solution processes that are becoming more significant.

The relevance of onboarding new employees and offboarding departing employees is growing. Onboarding and offboarding features are included in all of the major people management software systems.

Additionally, the focus of HR technology nowadays is undoubtedly onboarding. Employers are concerned about employee retention in a competitive labor market because it is expensive to find and train new employees.

Enterprise data is shielded from intentional or unintended leaks via offboarding automation. A guaranteed approach to make sure all loose ends of departing employees are wrapped up is to automate the offboarding process.

Organizations have had to reconsider how they conduct business procedures like staff onboarding and offboarding as a result of the expanding security environment.

Fact: According to a survey, 15% of workers strongly agree that their company onboards new employees very well.

A Step by Step Procedure of Hiring and Onboarding Employees

The greatest approach to onboard new employees and guarantee their long-term retention is to have a successful onboarding process.

Step 1: Announcing The Offer:

A letter of offer, policy documents, onboarding forms, and any other paperwork that needs to be cleared right away are given to the employee after they have been chosen through the interview process by your business.

Checklist for offer announcement:

  1. A clear and accurate job description.
  2. Provide comprehensive job profile information.
  3. Salary discussions and offers and so on.

Step 2: Acceptance of the Offer:

To discuss the previously agreed-upon set policies, processes, benefits, etc., your organization could plan a phone call or a meeting at this point. 

So that, your company’s proactive response and engagement will increase employee retention and create enduring bonds with them. 

Step 3: Joining day:

People frequently experience excitement, joy, and anxiety. Making them feel at home and welcome in the new office is therefore your responsibility as HR manager. The new hires will develop a sense of community as a result.

Step 4: Working in Collaboration with Other Departments and Colleagues:

It is essential to notify the department the individual will work in and the departments they will be coordinating with when a new employee or important stakeholder starts their job with the organization.

Step 5: Training and development:

Giving new hires a glimpse into the corporate culture and their job responsibilities is crucial throughout the onboarding process. This is the ideal time to expose them to the company’s objectives and provide them with pertinent details about the company’s teams.

Step 6: Introduce to organizational culture:

When an employee joins the organization, HR managers and team managers must offer them a general overview of the culture.

4 Benefits of the Onboarding and Offboarding Process

HR is in charge of controlling both onboarding and offboarding policy. This implies that facility, departmental, and IT managers are kept up to date on changes and have access to onboarding and employee offboarding tools.

Hiring and onboarding:

1. Increased employee engagement:

It demonstrates the dedication to new hires to make early investments in their success and development. They will be more likely to honor this pledge and identify with your business’s objectives as a result.

2. Higher level of job satisfaction:

The effectiveness of the onboarding approach is correlated positively with new hires’ ratings of work satisfaction. Engagement, social connection, and also role clarity are a few aspects that affect how happy one is with their employment.

Employees feel cherished, respected, and more connected to their coworkers when they receive this kind of greeting.

3. Enhanced efficiency:

To speed up to maximum production, new hires often need more than a year. It takes time to adjust to a new role because of things like learning about your organization and forming connections to create cross-functional teams.

4. Recruit new employees more quickly:

They will provide onboarding, ongoing training opportunities, clear training pathways leading to new career positions and higher pay, ongoing education for licenses and certifications, and more.

Hiring and offboarding:

1. Organize employee records effectively:

Screen-scraping or recording can be used to develop offboarding software so that, in the event that an employee decides to quit the organization, all essential paperwork will be archived in one accessible area.

As a result, it will be simpler for the new employee to get started because there won’t be any missing materials.

2. Safeguarding private data:

Today’s businesses use a variety of business software, and in order to perform their duties, employees need login information.

Moreover, all ERP programs, email accounts, databases, and other resources can have rule-based access restrictions set up using offboarding software.

3. Get rid of uncertainty:

An extremely stressful situation like being laid off makes it unlikely that the person will react well to an unorganized or unclear process.

By automating the workflow, all tasks can typically be accomplished without the need for further chasing by the individual from directly inside their email inbox.

4. The credibility of the business:

The final impressions that the departing employee has of the organization may be enhanced by a quality offboarding. Better evaluations, and perhaps even more staff referrals can all be facilitated by it.

The fact is only 21% of worldwide organizations have a defined offboarding procedure.

Why Is Hiring and Onboarding Software Necessary?

By streamlining and automating the onboarding process for new hires, onboarding software improves businesses. 

Although it is frequently used to collect information on employees, monitor adherence to onboarding standards, and advise new hires on corporate policies and processes.

You could be losing out on a lot of advantages if you don’t already use onboarding software. Listed below are some benefits of employing onboarding software for your company:

  1. Software for onboarding new staff can make the process more efficient.
  2. It can ensure that new hires get the info they require in a consistent, structured manner.
  3. You can monitor the progress of each individual employee during the onboarding process with the use of onboarding software.
  4. It can assist you in tailoring the onboarding process for each individual in light of their requirements and preferences.

The market for sales onboarding and training software is expected to increase from US$ 4.4 billion in 2022 to US$ 9.6 billion in 2032. In the past, the market had been expanding at a faster rate, with a CAGR of 8.9% (from 2016 to 2021), leading to a market size of US$ 4 billion in 2021 for sales training and onboarding software.

Both the individuals involved in the onboarding process and the new hire themselves will become more productive with the support of onboarding software. 

Good solutions will do away with the necessity for manual work, lower the possibility that crucial procedures will be overlooked throughout the process, and speed up the setup and training of your new employee management.

Differences Between Onboarding and Offboarding Process Document

Let’s explore the differences between onboarding and onboarding employment process:



1. Onboarding is a slow paced process.

1. Offboarding is a rushed paced process.

2. The work equipment belongs to the company.

2. The work equipment is personal.

3. Longer process.

3. Is not longer.

4. Flexible.

4. Not flexible.

Is Onboarding and Offboarding Policy Necessary for You?

To enable all workers to perform and advance in their jobs, the onboarding policy aims to guarantee that they are successfully and efficiently introduced to their new positions. Moreover, the necessary policies, procedures, and processes are used efficiently.

Regarding the onboarding of new employees, this intends to abide by all national and state laws.

User-Reported Goals of Hiring Onboarding Process (Percentage)

Gaining the loyalty of new hires requires effective onboarding. However, if done incorrectly, it could have catastrophic implications on a company.



Percentage (%)

1. The incorporation of employees into the corporate culture


2. Speed up the process


3. Requirements for full compliance


4. Using organizational business strategy to create a new culture


5. Outline the roles and duties


What Is Labor Law and Legislation in Bangladesh

Employment, compensation, working conditions, trade unions, and labor-management interactions are all governed by law on labor standards. 

They also cover social rules that govern matters like paying out benefits for work-related accidents, setting minimum salaries, providing maternity leave, and dividing profits among employees, among other things. 

All labor and employment-related legislation, including those pertaining to employee rights, pay, benefits, and compensation in the event of accidents and injuries, are governed by the Bangladesh Labor Act of 2006 (as modified) and the Bangladesh Labor Rules of 2015.

Bangladesh’s labor law states that regardless of whether the employment terms are expressly specified in a contract or implied, every person who is hired in a business or industry as a technical, manual, promotional, skilled, or untrained worker is considered to be a “employee.”

An Overview of Bangladesh’s Labour Law Compliance Rules

1.Employee working condition:

The 2006 Bangladesh Labour Act codifies particular work conditions that must be adhered to by all employers and businesses.

2. Various worker types:

These categories include temporary, permanent, seasonal, casual, substitute, apprentice, and substitute employees.

3. Working hours:

In light of this, the daily working hours are 8 hours with a one-hour break, the weekly working hours are 48 hours with a maximum of 10 hours per day, and the weekly working hours are 60 hours.

4. Rules for termination:

Depending on the grounds for termination and the conditions of the contract, an employee may be fired with or without notice if they violate company policy.

Employees who are laid off should receive at least one month’s notice in writing that specifically states the basis for their termination, or they should receive their entire wage during that time. 

Employers are required to provide workers who are getting close to retirement with a reimbursement of 30 days of pay over their gratuity or yearly services.

5. Vacations and leaves:

Bangladeshi workers are entitled to a variety of vacations and holidays, such as unpaid vacation days, sick days, paid yearly leaves, festival days, and maternity leaves. A certain number of days are granted annually for each type of leave. For illustration, there are 10 casual Leaves, 14 days of sick leave with a doctor’s note, and annual Leaves unique to a given industry.

Types of Labour Law in Bangladesh

There are five primary categories under which the fundamental issue of labor law can be examined:

1. Employment:

The required legal framework for predicting labor availability and needs, as well as for providing employment services including job placement, recruitment, vocational training etc.

2. Working conditions:

Vacations are all part of the terms of employment, along with restrictions on hiring young people and the use of child labor as well as specific rules for hiring women.

3. Safety, Wellbeing, and health:

Regulations and services related to workplace safety and health, as well as unique rules for dangerous occupations like extraction, construction, and shore work, as well as solutions for such health and safety risks

4. Social Security:

Industrial accidents to extensive programs that offer medical care, income security in the form of benefits for surviving and family members, illness, unemployment, retirement, and work-related injuries.

5. Occupational connections and unions:

Industrial relations encompass a variety of intricate legal interactions, such as the legal standing, rights, and obligations of labor unions and employers’ groups.


The Advantages of Labour Law and Its Procedure

A common goal of labor laws is to safeguard employees’ rights while defining the duties and obligations of employers.

  1. Safeguards employees against exploitation by employers or management.
  2. Reduces workplace conflict.
  3. Decreases the likelihood of industrial disputes and enhances employee-employer relations.
  4. Aids in securing fair pay for employees.
  5. Guarantees workers’ employment security.
  6. Compensates workers who suffer injuries in accidents.
  7. Adjusts work hours, rest breaks, etc.

Law on Labor Standards in Bangladesh

The following policy and institutional initiatives will help to protect employees’ liberty:

1. Act on Labor:

The legislation specifies information regarding the hiring procedure for employees. Relations between employees and employers with minimum wages, payment of wages, incidental costs, occupational dangers, collective bargaining, dispute resolution, and workplace conditions.

2. Conventions of the International Labor Organization (ILO):

Since the country’s founding, Bangladesh has ratified all eight of the ILO’s fundamental conventions. Given a progressive agenda, politicians have made a commitment to bringing their rules and regulations in line with global labor norms.

3. Labor Law:

The appointment letter must, according to the Labour Rules, provide specific details about the employee’s compensation, other financial perks, and any applicable laws. 

The regulations include specific formats for registers such the service book, labor register, leave register, etc. and give comprehensive instructions on provident funds.

4. Policy Against Child Labor:

The goal of the program was to address the problem of child labor and shield kids from dangerous employment. By 2021 and 2025, respectively, all forms of child labor are to be abolished in the nation. 

Along with other treaty obligations like the UN charter on children’s rights, it is also consistent with the Sustainable Development Goals.

5. Labor policy: 

The main goal of the policy is to guarantee all active citizens a healthy, productive, and non-exploitative working environment.

What Is The Labour Compliance Certificate?

Over the past 50 years, Bangladesh’s economy has made astounding progress. In the most recent ten years, the GDP growth rate impressively broke all previous records. 

Major socio-economic and human indices have accompanied the increase, demonstrating the inclusive nature of the expansion. One of the success factors is a sizable and diversified workforce.

The Labour Compliance Laws:

  1. Labor laws in Bangladesh.
  2. National Building Code of Bangladesh.
  3. Act on Business Organizations.
  4. Act on Bangladeshi Industry.
  5. Protective Fund Act.
  6. Heater Act.
  7. The Environment Act of Bangladesh.
  8. Act on Private EPZ.

Onboarding Job Description and Responsibilities

You need to be familiar with HR procedures and have a solid understanding of labor law to succeed as an onboarding specialist. The best onboarding specialists should have excellent communication skills and a knack for relating to new people.

  1. Establishing manuals and policies that describe business procedures.
  2. Providing newly hired staff with an office tour and prepared onboarding materials.
  3. Assembling and storing any documentation pertaining to new employment, such as contracts and non-disclosure agreements.
  4. Organizing presentations and demos of products and companies.
  5. Describing the first responsibilities of every new hire and responding to questions.

Offboarding Job Description and Responsibilities

The simplicity of departure durations may be misleading. The truth is that during this time, HR and the employee both have a lot of tasks to do.

Typically, HR can play one or more of the following roles in a successful employee offboarding procedure:

  1. Conveys information about the status of the individual and the employee offboarding process in a reliable and effective manner.
  2. Updated tracking system with new offboarding activities.
  3. Updates and keeps track of clearances on a regular basis.
  4. Proactively updates the offboarding status in close consultation with the relevant teams.
  5. Other responsibilities that may occasionally be required to help HR accomplish its goals and objectives.

Challenges You May Face of Hiring and Onboarding Process

Check out the challenges that hamper the onboarding procedure and ruin the employee experience:

  1. The simplest and least interesting approach to welcome a new employee is by sending an email with multiple documents outlining all the information you need to share during the onboarding process.
  2. Communication can be a significant barrier for remote teams, it is a rather straightforward challenge.
  3. It might be difficult to feel engaged at work, whether you’re working in an office or from home.
  4. All onboarding processes involve a significant amount of documentation, which is easy to handle in person but can be challenging to manage digitally.

How to Overcome from The Challenges

  1. Arrange a training session that covers your company’s culture and values as well as compliance, and procedures for new hires that they will need to succeed in your workforce.
  2. A fantastic strategy to improve employee onboarding is to use training software to provide opportunities for new employees to connect with other team members through collaborative projects, group forums, chats, social news feeds, and social networking.
  3. By making it simple to deliver quality training online to desktops and mobile devices alike, a strong learning management system can assist in enabling your remote onboarding program.



Tips for Successfully Onboard New Employees

Here are some more ideas to welcome a new worker to the team and make their time with you productive:

1. Prepare for boarding:

Don’t wait until the first day to begin the onboarding process; be ready before the individual begins.

2. Appoint a mentor:

Your new hire will develop relationships with coworkers and build teamwork with the aid of a mentor or onboarding buddy.

3. Clarify your objectives:

Setting up clear goals, expectations, and objectives will help you keep top talent and prepare your new hire for success.

Give yourself enough time:

Make certain that your onboarding procedure includes a gradual lift and appropriate training to position your new employee for success.


1. Why is it vital to onboard and offboard new employees?

Employee onboarding and offboarding are quite important for your business as a whole. Your business can better manage risks, boost productivity, and lower employee turnover.

2. Why do we onboard new employees?

In order for new hires to swiftly contribute to the business and become effective employees, onboarding assists them in adjusting to the social and performance aspects of their positions. 

You will receive the resources you want to develop a successful onboarding procedure in your business from this report, Onboarding New Employees: Maximizing Success.

3. What are the most efficient methods for onboarding new employees?

  1. Pre-board the aircraft.
  2. Appoint a mentor or companion.
  3. Establish precise expectations or goals.
  4. Make your procedure unique.
  5. Allow enough time for proper training.

4. What is the main goal of a successful staff onboarding process?

Clarifying expectations and goals to improve performance, developing stronger working connections to increase job satisfaction, and offering support to help prevent unwelcome turnover are all ways that onboarding aids new hires in adjusting to their new roles.

5. What constitutes a successful offboarding procedure?

Offboarding procedure cam keep your sensitive and business information  secure and private.

This procedure included the return of company-issued property and the suspension of account access for departing employees. Additionally, the IT division may modify or erase account information for departing personnel.

To Sum Up

It is obvious from the discussion above that there are a number of considerations to make for your business to guarantee that staff onboarding and offboarding take place smoothly, without any stress, tension, or delays.

Therefore, why not get in touch with our specialists to learn more if your business is having trouble onboarding and employee offboarding staff, or visit our website to receive employee onboarding service right away!