Managing personnel movements (arrival and departure
)
A business challenge
New recruits may have just finished higher education or joined the business after significant professional experience; depending on this, their integration into the organization will take a different form. In both cases, however, the new employees will need to intake a large amount of information and knowledge. Similarly, when an employee leaves a department or organization, the risk of losing information and knowledge is high; managing to retain the most critical elements for the organization is often a challenge.
Facilitating integration, in the same way as anticipating an employee’s decision to leave, calls for thought on a number of questions :
 | > | Who does what within the organization? | |
| > | Do guidelines exist on any one specific area of work? If so, what are they? | ||
| > | Which expert may I, or should I, talk to on any specific subject area? | ||
| > | What knowledge should be retained when this employee leaves? | ||
| > | How should this knowledge be structured and made available afterwards? |
Answering these questions in a planned, organised way is a means of accelerating new recruits’ integration whilst preserving useful knowledge developed by those who leave the company.