A recent survey by Right Management indicates that 84 percent of employees plan to look for new jobs this year. Even if only a fraction of that turnover occurs, it means big changes for organizations and a real need to engage their workforce. Companies need to actively involve their employees from the start to maintain productivity, create camaraderie and ultimately improve business results. Creating an engaged workforce starts with designing a relevant on-boarding process, not just an orientation session. This session will discuss the difference between orientation and on-boarding, as well as how you can implement an on-boarding program to engage your employees and positively impact your organization.

1. Orientation to On-Boarding: Transforming the New
Hire Process
Speaker: Sharlyn Lauby
President
ITM Group
Moderator: Daniel Margolis
Managing Editor
Talent Management magazine
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5. Orientation to On-Boarding: Transforming the New
Hire Process
Daniel Margolis
Managing Editor
Talent Management magazine
#TMwebinar

6. Orientation to On-Boarding: Transforming the New
Hire Process
Sharlyn Lauby
SPHR, CPLP
President
ITM Group
#TMwebinar

7. From Orientation to
Onboarding: Transforming the
New Hire Process
Presented by: Sharlyn Lauby,
SPHR, CPLP
President, ITM Group
Tuesday, November 15th
Twitter @SilkRoadTweets
Hash tag #TalentTalk

8. Launched in 2005
20 Global Locations 96% 62 2000
Renewal Rate of the Fortune Customers
500
350 Employees
Less than 2%
voluntary turnover
8

9. SilkRoad offers the most
comprehensive suite of cloud-
based talent management
solutions.
Adopt the entire Life Suite or a
single solution – your choice.
9

10. From
Orientation
to
Onboarding:
Transforming
the
New
Hire
Process
Sharlyn
Lauby,
SPHR,
CPLP

11. Today’s
Session
• Learn
the
difference
between
orienta;on
and
onboarding
• Outline
some
benefits
to
an
onboarding
process
• Discuss
4
steps
to
designing
an
onboarding
program

12. POLL:
My
organization
currently
has…
A. A
formal
orienta;on
program
AND
an
onboarding
program
in
place
B. A
formal
orienta;on
program
C. An
informal
orienta;on
D. It’s
in
the
works!

13. What
is
Onboarding?
Onboarding
is
the
process
of
helping
new
employees
become
produc;ve.
And
employee
orienta;on
is…the
process
of
welcoming
a
new
employee
into
an
organiza;on.

14. Let’s
Compare
Orienta(on
Onboarding
• One-­‐;me
event
• Frequent
Interac;on
• Welcome
• Produc;ve
• Introduc;ons
• Performance
training
• Paperwork
• SeTng
expecta;ons
• Culture
• Organiza;onal
goals
• History
• Performance
evalua;on

15. POLL:
Orientation
lasts…
A. 1
hour
B. Half-­‐day
C. Full-­‐day
D. Longer
E. Something
else

16. Employee
Onboarding
Produc;vity
Benefits
Engagement
Reten;on

17. Designing
an
Onboarding
Program
• Look
at
current
process
• Review
any
per;nent
data
from
employee
surveys
and
exit
interviews
• Get
feedback
on
the
current
process
• Establish
program
goals
• Create
program
• Evaluate
program
outcomes
and
make
necessary
modifica;ons

18. Getting
Feedback
–
New
Hires
• Impressions
of
orienta;on
• Orienta;on
topics
• Materials
• Value
and
importance
• Management
welcome
• Co-­‐worker
welcome
• Produc;vity
• Comparison
to
job
descrip;on
• Comparison
to
interview
• First
day
versus
90-­‐days

19. Getting
Feedback
-­‐
Managers
• Length
of
;me
to
become
fully
produc;ve
• New
hire
knowledge
on
their
1st
day
in
department
• Value
of
material
covered
in
orienta;on
• Expand
or
reduce
topics
• Impact
on
produc;vity
• Impressions
of
current
process

20. POLL:
Is
technology
a
part
of
orientation/onboarding?
A. Yes
B. No
C. We’re
considering
it.

21. Design
Alternatives
• Pre-­‐hire
and
post-­‐hire
• First
day
and
introductory
period
• One-­‐on-­‐one
sessions
• Group
sessions
• Video
• Live
chat
• Self-­‐study
format
• Modular
format
• Checklists
• On-­‐the-­‐job
training

22. Implementation
Considerations
• Number
of
new
hires
• Length
of
;me
to
become
produc;ve
• Monitoring
• Changes
and
updates
to
content
• Commitment
from
management

23. Program
Evaluation
• Pilot
groups
to
evaluate
program
• New
hire
surveys
• Orienta;on
session
evalua;ons
• 90-­‐day
reviews
• Manager
focus
groups

24. Case Study
About – A not-for-profit health care system located in
Northeast South Carolina employing more than 4900
employees
Onboarding Challenges –
o Complicated and unmanageable.
o Cut back orientation time and eliminate paperwork – 278
minute new hire process
o Compliancy standards
o Improve new hire experience
24

25. Solution/Results
Solution –
Onboarding and Life Events
Results –
o Process Improvement/Compliance
o Streamline focus of the organization
o Electronic forms – Now only 45 minute Hire Process!
o Positive New Hire Feedback!!!
25

26. Career Portal
26

27. Set
Employees
Up
for
Success
• Orienta;on
and
onboarding
must
align
with
each
other
and
organiza;onal
goals
• New
hire
and
manager
feedback
is
essen;al
• Program
design
should
match
organiza;onal
needs
• Evaluate
your
process

28. Additional
Resources
• Crea;ng
an
Onboarding
Plan
• h^p://www.hrbartender.com/2010/recrui;ng/crea;ng-­‐an-­‐
onboarding-­‐plan/
• 5
Ways
Tech
Can
Make
New
Hires
Feel
Like
Part
of
the
Team
• h^p://mashable.com/2011/10/09/tech-­‐new-­‐hires/
• A
Real-­‐Time
Look
at
Onboarding
• h^p://blog.talentmgt.com/2011/08/19/157/
• 5
Tips
for
Onboarding
Remote
Workers
• h^p://mashable.com/2011/11/14/onboarding-­‐remote-­‐workers/

29. SilkRoad Resources
o Creating an Onboarding Process eBook
http://silkroad.com/meaning
o For a full listing of SilkRoad resources, including case studies,
videos and eBooks please visit: www.silkroad.com
o Additional Questions? sales@silkroad.com
o For a full listing of upcoming webinars please visit:
http://www.silkroad.com/resources/Webinars.html
29

30. View a Product Demo!
30

31. Thank
You!
SilkRoad
Connect:
Blog:
blog.silkroad.com
Twi^er:
@SilkRoadTweets
Youtube:
h^p://www.youtube.com/user/silkroadtechnology
Facebook:
h^p://www.facebook.com/silkroadtechnology
Linkedin:
www.linkined.com/company/silkroad-­‐technology

32. Join Our Next TM Webinar
How to Improve Quality of Hire With Online
Reference Checking
Tuesday, Nov. 22, 2011
•
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