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Onboarding overview sc 5 24-06
1. Michelle Chamberlain
Enterprise-wide OD05/24/2006
Onboarding refers to the collective processes and activities of
integrating new employees. The onboarding period begins
when the new employee accepts an offer and continues
through the first 90 days of employment. It includes
preparing for, enabling, engaging, and supporting the new
employee. The process is designed to help employees adjust
to the culture, embrace the values, and establish work goals
and priorities.
Onboarding – Definition
Onboarding
Offer
Letter
Signed
90 Days1st
Day 1st
Week 30 Days 60 Days
The Brand The Values & Culture
The Candidate Experience
The Employee Experience
2. Michelle Chamberlain
Enterprise-wide OD05/24/2006
• To maximize new hire performance and engagement and ensure the
perpetuation of our Core Values.
• To quickly give new hires the skills, confidence, and tools needed to do their job
effectively and become fully adapted to their new organization.
• To simplify the various current processes, information and resources that can
sometimes be confusing for new employees and hiring managers to navigate;
and to create a shared foundational experience for all new employees.
Why Implement a Consistent Onboarding Process Across the Org?
3. Michelle Chamberlain
Enterprise-wide OD05/24/2006
The new onboarding process will:
Incorporate our Core Values
Be simple
• Checklists for hiring managers, new employees,
and HRBPs; logical & evident sequence
Leverage and integrate existing processes
• Utilize Manager & New Employee Dashboards
• Clarify hand-off points and responsibilities
Provide easy access to info and tools
• Resources will be centrally located and will include
checklists and templates
Onboarding – New Process
4. Michelle Chamberlain
Enterprise-wide OD05/24/2006
Prepare
• Recruiting, Hiring Manager, and team prepare resources (work space,
computer, uID, card key, welcome poster, etc.)
• Hiring Manager outlines performance expectations, key contacts, first
assignment, and defines what success will look like.
Enable
• New employee builds key relationships, learns the business and culture, and
understands how s/he contributes to the success of the team and business.
• Hiring Managers and Onboarding Buddies play integral roles in enabling and
engaging new employees.
Support
• As the new employee executes and delivers, the Hiring Manager (and HRBP for
L5+) continues to enable and support the new hire and ensure ongoing
communication and feedback between new hire and manager.
Onboarding – Future State
30 Days 90 Days
Offer
Letter
Signed
1st
Day 90 Days
1st
Week 60 Days
Enable SupportPrepare
E n g a g e
5. Michelle Chamberlain
Enterprise-wide OD05/24/2006
Procure desk space, computer, phone, uID, etc.
E-mail to team and other applicable parties announcing new hire,
background, and focus of new role (copy new employee, or save
to share with him/her on the first day)
Provide access to all relevant collab sites, Distribution Lists, etc.
Assign an onboarding buddy to assist in onboarding
Identify key contacts for new hire
Print out team/dept. org charts and phone lists
Define performance expectations for 30/60/90 day timeframe
Vision/Mission/Values poster on desk
Welcome letter from CEO
(E) Create onboarding plan
(E) = L5+
Onboarding – Prepare Phase
Signed Offer Letter to Day 1
6. Michelle Chamberlain
Enterprise-wide OD05/24/2006
Welcome event with co-workers
1:1 Welcome meeting with hiring manager; review Core Values
Complete new hire paperwork; set up voice mail; explore New Employee
Dashboard
Introductions and facility tour
Complete new employee orientation eLearning modules
Review org charts, time recording, vacation planning, sick leave, dress code, etc.
1:1 meetings with key business contacts (may be outside of team)
Weekly check-ins with manager (performance expectations, what’s going well,
what’s challenging, how can I help?)
Performance Management and Development Planning overview
Identify training requirements and overview of Talent Builder
Review 30/60/90 day plan
30-day check in
(E) Meet with Rewards & Benefits
(E) Executive Passport
(E) The First 100 Days plan
(E) = L5+
Onboarding – Enable Phase
Day 1 to Day 30
7. Michelle Chamberlain
Enterprise-wide OD05/24/2006
60-day manager/new emp check in (Template
includes conversation about core values)
(E) Understand Talent Planning and Succession
processes
(E) Create personal “Board of Advisors”
(E) NLA – New Leader Assimilation
(E) New Employee Roundtable with CEO prior
to Sr. Leader Retreat
(E) Follow-up meeting with Rewards & Benefits
(E) = L5+
Onboarding – Support Phase
Day 30 – Day 90 and beyond
8. Michelle Chamberlain
Enterprise-wide OD05/24/2006
• A buddy offers insight and instruction to new
hires and shares certain responsibilities with
the manager.
• Buddies should exhibit the Values and
Competencies.
• Buddies help navigate the complexities and
networks of xx:
– Explain organization and business unit structure
– Introduce new hires to colleagues
– Offer insight into core values and culture, and
– Provide instruction on processes and the way work
gets done.
What is an Onboarding Buddy?
9. Michelle Chamberlain
Enterprise-wide OD05/24/2006
• Research across industries found that 40% of
external executive hires fail within 18 months.
• American Express did an analysis of exit
interview data and found that the key reasons for
departure of external executive hires are:
– Poor explanation or understanding of performance
expectations
– Overpressure to perform early in tenure
– Failure to form key internal networks and
relationships
– New hires’ feelings that their ideas are rejected
What About Executives?
10. Michelle Chamberlain
Enterprise-wide OD05/24/2006
Onboarding refers to the collective processes and activities of integrating new
employees into xx. The onboarding period begins when the new executive signs the
offer letter and continues through the first 180 days of employment. It includes
preparing for, enabling, engaging and supporting the new employee. The process is
designed to help employees adjust to the culture, embrace the values, and
establish work goals and priorities.
Executive Onboarding – Future State
30 Days
180 Days
1st
Day 1st
Week 60 Days
Enable SupportPrepare
Offer
Letter
Signed
R&B / Compliance
Meetings
Begin Mentor
Meetings
NLA
Personal Board of
Advisors
Key Stakeholder Meetings
e-Passport & New
Employee
Roundtable with
CEO
R&B Follow-up
Meeting
100 Day Plan Check
in
E n g a g e
The First 100 Days Plan (initiated by SHRM and hiring manager, input by new exec)
Research & Customer
Insight Briefing
Editor's Notes
Ensure manager provides new employee with set scheduled time to do new employee dashboard. There is lots of great info on there but new employees are not given time to go through it, call benefits with questions, etc.
New employee dashboard – one stop for everything; required forms, desk, computers, cards, access, etc.
New Manager’s Roadmap
OpEx TSG process for access and new account enablement (major improvement in turnaround time needed) as well as new equipment procurement process
Identify training requirements (New Manager Road Map)
Identify commonly used websites/publications, etc. on the team
Guide employees to resources/checklist of items that need to be completed within a certain date (eg health benefits enrollment)
Review of Division, Company, and Dept. goals along with Individual goals.
New employee checklist (hard copy?)
How about a new employee orientation where rewards/benefits present everything employees need to know?
Benefits, Incentive Pay intro for all employees
Supplemental processes for remote employees, i.e. scheduling travel to meet team the first or second week
Discuss Vision/Mission/Values poster during 1:1
ID Key individuals outside ee’s team who will be consistently involved with ee’s tasks/resp.
What about ensuring ee has access to user name/password?
Establish card key access
Check list for hiring managers:
Cleaning cube
Welcome sign
Flowers/balloons
Should make sure that the new hire gets an opp to meet recruiter in person at some point, not just the RA
Check lists for needs with links to productivity tools (should beat time of requisition for new FTE)
Designate time/walk through for on-line forms/classes. Self service forms are a bit confusing to new ee’s
Can HRBP help manage the managers?
Peer advisor?
In recruiting we call this a “peer resource”
More critical than just a tour guide – employees who have close personal relationships in the workplace have much higher retention
Buddy should volunteer, not be assigned. Eliminates negative employees from being buddies.
Would be helpful to include a “check list” for buddies
Set up ongoing / future timeline for buddy (3 month check in)
Maybe the “buddy” can sign up with the new hire on a weekly basis (ie coffee) for the 1st month.
Ensure buddy not always same person or buddying is considered part of their job.
Being a “buddy” can be part of their development plan – motivation to want to be a buddy.
Often external hires with differing values rather than “home grown” executives.
Need to do a better job showing the value and importance of NLA.
Educate current execs on values so they can relay this to new hires
Better introductions of execs to the entire community. Cross intros to other orgs for background/history/initiatives of depts and how they interact.
Assign “Exec Buddies”