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Developing the Onboarding Program

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Developing the Onboarding Program

  1. 1. E2E: Developing the On-boarding Program Presented by Clare Espino
  2. 2. . Objectives Given the summary of responses from the new hires and the buddies and the background research, the Talent Management team must be able to: (1) identify the areas of improvement in order to engage the new hires through an enhanced on- boarding program (2) formulate an action plan to develop the on-boarding program (3) apply the necessary suggestions in modifying the on-boarding program
  3. 3. . Topical Outline I. Introduction II. Methodology A. Data Demographics B. Survey Questions III. Feedback from the New Hires A. Strengths B. Weaknesses C. Areas of Improvement IV. Feedback from the Buddies A. Strengths B. Weaknesses C. Areas of Improvement V. Developing the On-boarding Program
  4. 4. . Demographics
  5. 5. Survey Questions . New Hire (1) How was your first two weeks? (2) Who was able to help you? (3) How can we improve on your assimilation into the organization? (4) Is your current job the same as explained to you during the hiring process? Buddy (1) How has the new hire able to assimilate into the organization? (2) What are the common concerns or questions of the new hire? (3) Was your role clear? (4) What tools / resources do you feel you need to improve the buddy system?
  6. 6. From the new hire’s perspective: . Pros • Understood the operations and output • Team mates and people from other departments helped • Kept in touch w/ the buddy • Expectations=actual job w/ some exceptions Cons • No clear and written orientation plan • No comprehensive turnover w/ the hiring department • Steep learning curve • Lack of communication w/ the buddy and the hiring department • No JD handed out • Disparity between expertise and tasks assigned
  7. 7. From the new hire’s perspective: . Areas of Improvement • Have a structured orientation schedule into the company; customized per level • Have a departmental activity/company lunch • Include regularization benefits/discussion of compensation and benefits • Have a committed buddy • Provide a directory and access to manuals
  8. 8. From the buddy’s perspective: . Pros • Clear role • Personality-> key factor • Had scheduled orientations with the team and business partners Cons • Should be more interactive rather than a Q and A basis only • Not sure if all bases were touched upon
  9. 9. From the buddy’s perspective: . Areas of Improvement • Have a specific checklist • Provide a list of FAQs w/ contact person • Provide a guideline on invoices, routinary processes, and signatories • Include an organizational structure chart with pictures • Survey questions->must be tailored to the position • Seatmate/Peer>better buddy because of proximity
  10. 10. What needs to be done? . Developing the On-boarding Program For the program: • Review the mechanics • Have a more structured onboarding process • Engage in collaborative tools and approaches Accomodation: • Guidebook->new hire; checklist->buddy • Add real time people stories • Discuss the compensation and benefits package • Set the job expectations: KRAs, job success, leadership, communication style and expected timeframe, likes and dislikes, day to day operations
  11. 11. What needs to be done? . Developing the On-boarding Program Socialization: • Involve a mentor/immediate head • Organize a departmental activity/company lunch • Key stakeholder meeting • Catch-ups between the new hire and the immediate supervisor
  12. 12. What needs to be done? . Promote courageous networking • Identify networking targets
  13. 13. What needs to be done? . Developing the On-boarding Program Role Management: • Brief the employee about incoming meetings • Hold a selection results review and development planning discussion • Acknowledge the committed buddies
  14. 14. What needs to be done? . Developing the On-boarding Program
  15. 15. What needs to be done? . Developing the On-boarding Program Structure and Commitment Socialization and Role Management

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