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!
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31.
Thank
You!
SilkRoad
Connect:
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Twi^er:
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Facebook:
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Linkedin:
www.linkined.com/company/silkroad-­‐technology

32.
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How to Improve Quality of Hire With Online
Reference Checking
Tuesday, Nov. 22, 2011
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