Download - Onboarding as a Way of Talent Management
Said Al Darmaki, HR Head
JINDAL SHADEED IRON & STEEL LLC
Employee Onboarding as a Way of Talent Management
Topics to be covered
What is employee onboarding
How does the onboarding assist new hires to reach the
breakpoint
Common industry statistics on the status of new hires
The best practices implemented in the onboarding
programme
Illustrating a research based model of onboarding
How onboarding is implemented at JSIS
Employee Onboarding
process of helping new hires adjust to
social and performance aspects of
their new jobs quickly and smoothly”
(Bauer T. D ,2010)
Process of Integrating new employees
into the organization, of preparing
them to succeed at their job, and to
become fully engaged, productive
members of the organization.. Lee D
(2011).
The first 90 Days
In “The first 90 Days”, Harvard Business
School Professor Michael Watkins presents
a road map for the managers to take charge
in their first 90 days in management job.
The book will equip new leaders with
strategies and tools to get up to speed
faster and achieve more sooner.
The first 90 Days
Promote Yourself- Establish a clear breakpoint (Tm&Exp)
- Hit the Ground Running (90)
- Assess your weaknesses
Accelerate Your Learning -Define your Learning Agenda (priority)
-Adopting Structured Learning Methods
Match Strategy to Situation -Diagnosing the Business situation
-Understanding the History
The first 90 Days
Build Your Team -Assessing Your Existing Team
Create Network-Identify the Key Players
Secure Early Wins
-Establishing Long Term Goals
-Building Credibility
Breakeven Point
7
What is the value to the organization of brining someone to that breakeven point early?
How is the organization impacted if the new person is not up to speed until seven or eight months?
Orientation VS Onboarding
8
Orientation Onboarding
One time event Frequent interaction
Welcome Productive
Introduction Performance training
Paperwork Setting expectation
Culture Organizational goals
History Performance evaluation
Potential of Recruiting and Onboarding to Satisfy Maslow’s Hierarchy of Needs
9
Self
-actualization
Esteem
love/belonging
safety/security
Physiological- Onboarding’s Impact - Recruiting
Common statistics of the New Hires ُ
“22% of staff turnover occurs in the first 45 days of employment”
The Wynhurst Group
“50% of newly hired executives quit or are fired within the first three years “Corporate leadership Council
“40-50% of new CEOs fail in the first 18 months “Center for Creative Leadership
“The total cost of employee turnover is estimated at 150% of salary”The Wynhurst Group
At Corning Glass Works, new employees attending a structured orientation programmewere 69% more likely to remain at the company up to 3 years .
Ganzel, R (1998)
In US & UK found that business lose an estimated $37 billion each year as a result of employees not understanding their job.
Cognisco (2010)
10
Benefits to Onboarding
11
For Employees For Organization Become familiar and comfortable with
their job roles.
Improve employee retention
Learn about organization culture and job
related resources
Increase time to productivity
Start to build relationships and networks Increase visibility of new hires
Align expectation of job and career Improve internal communications
Feel engaged and valued Improve customers satisfaction
Receive immediate feedback Improve company brand
Create relationships with customers more
quickly (internal and external)
Increase employee pride in
organization
CONNECTION CULTURECLARIFICATION COMPLIANCE ONBOARDINGSTRATEGY LEVEL
Little/ none Little/ none Some Yes passive
Some Some Yes Yes high potential
Yes Yes Yes Yes proactive
The Building blocks of successful onboarding (The 4 C )
Compliance: Teaching employees basic legal and policy-related rules and regulations. Clarification: Ensuring the NE understand their new jobs all related expectations.Culture: providing a sense of organizational norms –both formal and informal.Connection: vital interpersonal relationships and information networks that NE must establish.
A Research-Based Model of Onboarding
Industry, organization, size, leadership, climate and culture
Recruiting
process
(e,g, RJP,
Stakeholders
Involvement)
Orientation
Forms (e,g,New
employee
Orientation
Guide
Support Tools
&processes(e.g ,Written
Onboarding plan,
integration meetings)
selectionSelf-
efficacy
Role
Clarity
Social
Intergradation
KnowledgeOf Culture
Successful On =boarding
Feedback
Tools(e.g, 360
Feedback
performance
Appraisals ,
feedback
seeking
Training (e.g,
hard skills, soft
skill, on
boarding skills
Coaching
&support (e. g,
hiring-manager,
HR generalist,
mentor
Time for successful on boarding … ongoing pre-hire to 12 month post-entry
+ +++ =
Source: Bauer, T. N. (2010)
Employee Joins
Joining Formalities &
other formalities & Welcome to
Employees
Company Corporate
Presentations
Presentation –HR & Admin
Presentation of Each Dept. by
HODs
Behavioural Training for one Month in case of GETs & One week
Training for experience hires
Specialized Technical Training for one Month in case of GETs.one week induction for
experience hires
Reporting to Department.
Assign Mentor & Buddy for each new
joined
Involve NE in the Company club
Encourage them to be part of the Committees
Onboarding at JSIS
15
Than Q
Onboarding Checklist: The First 90 Days
Before The Start Date
1.Send an organizational welcome e-mail message and attach the first week orientation schedule.
2.Provide a link to the organization’s Web site, directing the recipient to the welcome video and “fast facts” section.
On Day 1
1. Greet the employee upon arrival
2. Introduce the immediate supervisor and peer mentor
3.Issue an employee identification badge and generate authorization for building access
4.Provide a copy of the employee handbook or access to its online equivalent
5. Escort the employee around the unit, making introductions, noting key locations and describing basic operations.
6. Provide a written recap of the days’ events a token to memorialize the first day e.g water bottle or t-shirt with a welcome message
Onboarding Checklist: The First 90 DaysBy the End of Day 7
1.Monitor and document the employee’s attendance at mandatory orientation sessions
2.Review basic policy and governance issues
3.Introduce the employee to the organization’s web site and intranet platform
4.Give a list of the names and telephone extensions of staff members with whom employee will interact on a regular basis.
5. Communicate general job expectations and answers any questions
5.Ensure that the employee is meeting with his/her mentor on a daily basis.
6. Confirm that the employee has a basic understanding of important organizational facts and rules.
By the End of Day 15
Develop a plan to ensure acquisition of necessary skills and training within a reasonable time frame
Verify that the employee has been introduced to all co-workers and is a adjusting to the new work environment
Reinforce healthy communication and problem solving techniques
Onboarding Checklist: The First 90 DaysBy the End of Day 30
1.Review progress toward short-term performance goals
2.Identify and provide needed training and support
3.Maintain an “open-door’ policy and encourage questions from the employee
4.Encourage the employee to continue meeting with his/her peer mentor twice a week
By the End of Day 45
1.Evaluate the employee’s familiarity with the organization’s mission, objectives and values.
2.Schedule an informal coffee break or lunch get together to discuss the employee’s questions and concerns.
3. Ask the employee for feedback regarding personal job satisfaction and issues that have emerged.
4.identify at least three accomplishments for praise and 3 areas for improvement, and create an action plan.
5.Begin discussing longer term performance goals
Onboarding Checklist: The First 90 Days
By the End of Day 90
1.Hold a formal performance review to examine progress made towards meeting stated goals, adjusting these goals as necessary.
2.Continue to organize lunches, discussions and other informal events that help integrate the employee into the team.
3.Encourage the employee to maintain contact with his/her peer mentor on an ongoing basis.
4.Request that the employee complete an onboarding experience questionnaire