1. New Employee Orientations & On-Boarding Kellie Auld, CHRP/PID/CACE Simply Communicating

2. Begin at the Beginning New employee Orientations & On-boarding are ‘an investment’ in your company. As soon as you have made your hiring decision, you should be starting the process – even before the employee arrives. Done effectively, they have been shown to increase morale, lead to higher retention and also higher productivity. Simply Communicating

5. Need more proof? According to David Lee (Principal, HumanNature@Work) changes to Orientation and On-boarding processes also translated into improved attendance, increased productivity, and a reduction in damaged-goods rate. At Designer Blinds, an Omaha based manufacturer of window blinds, upgrading the On-boarding process reduced turnover from 200% a year to under 8%! Because of the dramatic drop in turnover, they were able to reduce their recruiting budget from $30,000 to $2,000. Simply Communicating

6. The Orientation/On-Boarding process According to Eric Wood, President of EnviroSense Inc., “Everything Matters. Every choice, every action, every communication has potential consequences.” Not only does every choice have a consequence in terms of how quickly an employee gets up to speed, every choice communicates to the employee something about your organization. Poorly organized, “fly by the seat of your pants” orientations say something very different about an organization than does a well organized, professionally delivered program. http://www.envirosense.com/bnh.html Simply Communicating

7. What’s the difference between an Orientation & On-Boarding? The Orientation is the first few days that an employee spends with you. The On-Boarding process includes the Orientation and the ensuing 3 – 6 months of integrating into the company. Simply Communicating

8. So, what’s in the Orientation Every organization has its own style and culture. While there are definitely “best practices” to follow, your particular Orientation should suit your company. The Orientation is your opportunity to illustrate the culture you want to create. Think of the Orientation as the “Welcome to your new Home” for your employee – get everything ready BEFORE the employee arrives! Simply Communicating

9. The Orientation Smart organizations break orientation into “bite sized pieces” and they create an inspiring experience that reassures new hires they made the right choice by coming to work for you. Simply Communicating

10. The Orientation While there are definitely aspects of the employee’s Orientation that require paperwork; structure it in such a way that there is an opportunity to get to know the ‘person’ Try to remember back to when you were new – what did you need? Have a checklist and share it with the employee as you walk through it – consistency is important – each employee should have the same experience coming in. Simply Communicating

11. On-Boarding On-boarding, as mentioned previously, is the first 3 – 6 months an employee is in the organization. If you want high-functioning, engaged employees; take the time to invest in them and as research has indicated, you will receive a great Return on your Investment! Think of On-Boarding as essentially “building the foundation for high employee engagement” Simply Communicating

12. On-Boarding The level of support provided to employees after leaving Orientation also communicates an important message. An On-boarding process that provides new hires with a mentor and periodic check-ins sends employees the kind of message that leads to engagement and loyalty. While many businesses make the claim that their people are their most important asset – overlooking the importance of integrating them into the company successfully often tells a different story. Simply Communicating

16. You will have employees that do what they were hired to do because they understand their roles

17. You will have employees that contribute willingly

18. You will have employees that stay because they want to

19. You will become an employer of choiceSimply Communicating

21. increases employee engagement

22. increases respect for management & the company

23. gives employees a sense of pride in the organizationIt allows you to set the standard and provides clear direction about ‘the way we do things around here.’ And that my friends, makes businesses healthy, wealthy & wise! Simply Communicating

25. HR Audits (review and report on current processes)

26. Job Analysis (for development of job descriptions or role profiles)

27. Interview tools & techniques

28. Coaching for performance improvement

29. Coaching to manage changeKellie Auld, CHRP/PID/CACE Simply Communicating

30. Simply Communicating Kellie Auld, CHRP/PID/CACE 1987 Saskatoon Place, Kamloops, BC V2E 2T1 250-374-9477 www.simplycommunicating.ca http://hrscoops.wordpress.com kpauld@telus.net Simply Communicating