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E2E: Developing the On-boarding Program
Presented by Clare Espino
.
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
.
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
.
Demographics
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?
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
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
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
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
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
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
What needs to be done?
.
Promote courageous networking
• Identify networking targets
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
What needs to be done?
.
Developing the On-boarding Program
What needs to be done?
.
Developing the On-boarding Program
Structure and Commitment
Socialization and Role
Management

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Developing the Onboarding Program

  • 1. E2E: Developing the On-boarding Program Presented by Clare Espino
  • 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. . 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
  • 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. 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. 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. 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. 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. 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. 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. What needs to be done? . Promote courageous networking • Identify networking targets
  • 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. What needs to be done? . Developing the On-boarding Program
  • 15. What needs to be done? . Developing the On-boarding Program Structure and Commitment Socialization and Role Management