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How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chittooran

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How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chittooran

Employee On-boarding is the first step in Employee Lifecycle Management. This process includes initial induction and Orientation Sessions along with other Learning and Development initiatives. Sharing a perspective based on my experience on the subject.

Employee On-boarding is the first step in Employee Lifecycle Management. This process includes initial induction and Orientation Sessions along with other Learning and Development initiatives. Sharing a perspective based on my experience on the subject.

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How to Conduct Employee Onboarding Effectively - Best Practices by Jerry Chittooran

  1. 1. Employee On-boarding Best Practices - Jerry Abey Chittooran
  2. 2. Employee on-boarding is not a one day affair. It’s the start of a process of making the new hire a part of your corporate family.
  3. 3. 3 Step Process Pre-boarding On-boarding Post-boarding
  4. 4. Step 1 Pre-boarding
  5. 5. Send your thanks for accepting the employment offer & convey your team’s eagerness in starting to work with the new hire.
  6. 6. Remember, the candidate could still be poached by someone else. So keep in touch.
  7. 7. Assign a buddy at work to help the on-boarding process.
  8. 8. Engage with the new hire well before he joins the organization.
  9. 9. Connect and follow him on social media.
  10. 10. Intimate the new hire progress of arrangements you are making to accommodate him @ work.
  11. 11. Occasionally ask him about the transition process at his present job and how he is handling the same. Offer advice if he seeks.
  12. 12. ` If possible offer him an informal chat over coffee or so. This need to be at a facility outside work.
  13. 13. Invite for office events so that socialization can happen well before he joins.
  14. 14. Keep Him Posted on Key Organizational News Keep the new hire posted on key organizational happenings and developments.
  15. 15. Do not snoop into every bit of detail in the name of background verification.
  16. 16. Do not make promises which cannot be honoured.
  17. 17. Step 2 On-boarding
  18. 18. Not just HR department’s welcoming ritual. Everyone should be involved. Entire team should be ready to offer welcome, guidance & support to the new hire.
  19. 19. Not to be seen as a paper mill process. New hire orientation should add value.
  20. 20. Make your welcome look like a red carpet experience !
  21. 21. Be on the dot. Never keep a new hire waiting on the first day. Instead if you could wait to welcome your new hire, it would create an impact.
  22. 22. Introduce your new hire to the team in style. Make him feel valued !
  23. 23. Provide the new hire opportunities to socialize with the team.
  24. 24. No cookie cutter approach. Customize the orientation program to suit the audience
  25. 25. Familiarize the work environment, culture, policies, procedures and process maps.
  26. 26. Help the new hire to adapt to the new environment he is in.
  27. 27. Let the buddy to help understand the nuances at work.
  28. 28. Never give too much work for the first day. Give time to settle down and know the new environment before assigning complex tasks.
  29. 29. Assign dedicated time slots for key learning sessions and training programs. Review each learning outcome at regular intervals.
  30. 30. Average attention span of an adult is 8 seconds. So just don’t rush through the formalities. Take a slow, but steady approach.
  31. 31. Offer hand outs and documents for future reference.
  32. 32. Offer clarification for doubts & concerns.
  33. 33. Avoid Information Overload
  34. 34. Step 3 Post-boarding
  35. 35. Keep giving the “ wow ” experience you offered during the hiring and on-boarding phases.
  36. 36. Your new hire is not a superman. So don’t expect him to turnaround your business in a day or two. Be patient.
  37. 37. Offer role clarity so that conflict of responsibility can be avoided in future.
  38. 38. Set clear expectations & success criteria.
  39. 39. Orient the new hire on how to focus on the goals by manoeuvring obstacles and stumbling blocks.
  40. 40. Listen to Ideas and Suggestions. If found good, implement them.
  41. 41. Monitor performance progress periodically.
  42. 42. Offer feedback so that improvements can be made.
  43. 43. Appreciate good performance and incidents. Offer rewards and recognition.
  44. 44. Do not micro manage !
  45. 45. If possible, keep the new hire away from rumour mongers.
  46. 46. Stay away from discussing anything related to office politics.
  47. 47. New hire orientation is not an end. It is the means to an end. It enables the new employee to get a head start to the race !!
  48. 48. Support him early on so that the best skills can be brought out going forward.
  49. 49. The new hire’s decision to stay depends on the experience he receives.
  50. 50. Failure to create a remarkable experience results in something we fancily call “ Attrition ”
  51. 51. jerryabeychittooran@gmail.com Jerryabeychittooran www.facebook.com/jerry.chittooran.9 https://www.linkedin.com/in/jerry-abey-chittooran- 72812733?trk=nav_responsive_tab_profile

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