accelerating performance-gal segal, emea learning & development manager
TRANSCRIPT
SanDisk Confidential 1 c
Strategic Partnership between Business and HR in Creating Effective Onboarding Process Gal Segal, EMEA Learning & Development Manager
February 2016 1
Accelerating Performance
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Presentation Overview
About SanDisk
Onboarding Process Stakeholders
SanDisk New Hires Onboarding Process in a Glance
Why Revisiting Our Onboarding Process?
Our Purpose
Challenges
Actions taken
Next Steps
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Expanding the Possibilities of Storage
For enterprise and hyperscale For consumers For mobile and connected OEMs
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We Enable Innovation in Four Mega Markets
Mobile and Connected Devices
Consumer Data Center Client
Computing
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Worldwide Locations
EMEA France Germany Ireland Israel Italy Poland Russia Spain Turkey UAE UK
APAC Australia China India Indonesia Japan Korea Malaysia Singapore Taiwan
Americas Brazil Canada USA
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Stakeholders Who Drive the Onboarding Process
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New Hire
Peer Coach
HRBP
Regional
Corp functions
HR Corporate
Regional
HR COEs
Manager
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New Hires Onboarding Process in a Glance
Logistics
New Hire individual
training plan + Peer coach
On boarding administration
Introductions
New hire core trainings + Individual
training plan
Set individual goals
New hire core trainings + Individual
training plan
Integration follow up routines
New hire core trainings + individual
training plan
On-going feedback
Preparation to
Onboarding Arrival Day First month 3 Months 6 Months
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Why Revisiting Our Onboarding Process?
Recruitment process
Logistics (HRIS, Facilities, IT, Finance)
Individual training plan
Peer coach
Cross- company new hires core
trainings
Knowledge Sharing\ Central location for
trainings
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Managers are the Key to an Effective Onboarding
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Our Purpose - Acceleration
Enhance onboarding process effectiveness across the organization, to get new hires up to speed faster and create value sooner
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Our Challenges
Not all managers take full ownership for their new hire onboarding
Massive recruiting in heavy workload
Managers lack clarity of the process and their part in it
Differences between BUs in individual training plan and peer coach implementation
Individual new hire training plans are created manually in Excel
No one central location for knowledge\trainings
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"How”
Our Objectives
Mindset change- drive managers to be accountable for their new hires effective onboarding and take a proactive stand in the process.
Provide managers with roadmap, tools and platforms for onboarding new employees
Create one central, easy-to-use location for trainings
Create platform for quick and easy creation of new hires personal training plans
"What”
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What did we do so far?
Infrastructure Raising Awareness Monitoring Routines Knowledge Sharing
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Managers Checklist Mangers Handbook
Infrastructure
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Share roadmap and process improvements with all HR team
Enhance new hires onboarding effectiveness as a shared goal for HR team on 2016
Roadshow group mgmts. and to all managers across BUs - HRBPs
Peer coach assigning and training- HRBP
HRBP support during entire process
Follow up routines after 3 months:
– 1:1 manager-new hire
– 1:1 manager-peer coach
– 1:1 new hire- HRBP
– New Hires On-line survey
Raising Awareness Monitoring Routines
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Knowledge Sharing
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Next Steps
Advanced platform for creating individual training plans
Continue raising awareness
Process implementation
Monitor process effectiveness and continue to improve
Shift monitoring ownership from HR to managers
SD University- create and share contents to make it happen
Infrastructure Raising Awareness Monitoring Routines Knowledge Sharing
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Questions?
