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OnBoarding Presentation (BW generic ppt presentation from Angelas SHRM session)

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Onboarding is the process of integrating employees into their new work environment. ... 'Welcome Wagon' Satisfies HR / Legal Needs. Benefits enrollment/paperwork ... – PowerPoint PPT presentation

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Title: OnBoarding Presentation (BW generic ppt presentation from Angelas SHRM session)


1
Happy to Be HereNow What?
2
  • Success Factors for Employee On-Boarding

3
What is Onboarding?
4
Onboarding Defined
  • Onboarding is the process of integrating
    employees into their new work environment. It is
    the last stage of the recruitment process, goes
    beyond the orientation process and is the first
    steps toward retention.
  • Onboarding focuses on the following
  • a strong employer welcome,
  • affirmation of the employees right choice in a
    job,
  • affirmation that the employee fits into the
    cabinet, and
  • long-term relationship building.

5
Onboard v Orientation Event vs. On-going process
6
Memorable Moments
  • Think back
  • To your most successful onboarding experience
    what made it successful?
  • To your most unsuccessful onboarding experience
    what made it unsuccessful?

7
Personnel Cabinet Who We Are
  • Leadership Strategic Direction
  • Defining Culture
  • Aligning Engaging Employees
  • Coaching Teams
  • We must know who we truly are / do before
    helping others to know the same!

8
How we do this?
  • Align with the following Questions
  • How will we
  • Make Kentucky state government an employer of
    choice?
  • Create a learning development culture?
  • Promote a one-employer concept across Kentucky
    state government?
  • Enhance customer value?

9
Successfully Onboarding
  • How many of you
  • believe that you on-board new employees?
  • believe that your on-boarding is fully aligned
    with Cabinet goals and objectives?
  • see opportunities for improvement?

10
Companies that can reduce the on-boarding time
will find themselves at a competitive advantage
because employees will reach full productivity
sooner, will have higher morale and will be more
likely to stay on the job.
  • Derek Moscato, HR Magazine,
  • April 2005

11
On-boarding Impacts ROI
  • Research conducted by the Recruiting Roundtable
    in 2005 revealed that effective onboarding
    programs can improve employee performance by
    11.5
  • Key onboarding activities consist of

12
Employee lifecycle
  • understanding the employee lifecycle
  • Understanding our role as a leader through this
    process
  • But.

13
On-boarding Impacts ROI
  • The cost of losing an employee in the first year
    is estimated to be at least three times the
    salary The Wynhurst Group
  • New employees who went through a structured
    on-boarding program were 58 more likely to be
    with the organization after three years The
    Wynhurst Group
  • 22 of staff turnover occurs in the first 45 days
    of employment The Wynhurst Group
  • 46 of rookies wash out in their first 18 months
    found a study of 20,000 hew hired employees
    Leadership IQ
  • Many companies leave executive on-boarding to
    chance and as a result experience failure rates
    in excess of 50 when it comes to retaining new
    executive talent Egon Zehnder International 2007

14
Impact on Emotional ROI?
15
Whats the goal?
Tapping into the new employees needs, our goals
and expectations are clearly understood and a
process put into place for continuity and
consistency
16
The Challenge of the New Job
Employee Needs - all over the map
  • To find a parking spot, (routine)
  • To make a good impression
  • To be affirmed - they chose a good
    place(Company and Culture information)
  • Manager Information who do I work for? Can I
    trust? How will I be treated when I make a
    mistake?
  • Whats my job? How can I use my talents to be
    successful?

17
What are people looking for?
18
The 4 levels of On-boarding
The Job
The Fit
The Affirmation
The Basics
19
Level 1 The Basics
  • Welcome Wagon
  • Satisfies HR / Legal Needs
  • Benefits enrollment/paperwork
  • Overview of the organizational chart
  • Mission, Vision, Values
  • what the we do overview
  • Computer / KHRIS / Cabinet training

20
Level 2 The Affirmation
  • A fun experience
  • Exposure to executives
  • The tour was great
  • Good first impressions
  • Introduction to others/network building
  • Introduction to culture / environment

21
Level 3 The Fit
  • Mission/vision/values overview where do I fit?
  • Learning Maps understanding your role /
    responsibility
  • At the business level
  • At the cabinet level
  • At the state level
  • Model the culture you aspire to
  • Clarify work conditions/unspoken rules of the
    road
  • Job specific functionspecific info

22
Level 4 The Job
  • Put managers employees at the center
  • Goal strategy alignment
  • Build the foundation for essential relationship
  • Seek ways to shorten the learning curve
  • Expand your reach redeployment and beyond

23
Three Groups must be involved!
  • The manager
  • The Cabinet
  • The employee

Employee
Manager
Cabinet
24
The Line Manager
The critical role in integrating direct reports!
  • Drives the process
  • Builds the relationship
  • Focuses on dialogue
  • Shares priorities and expectations early in the
    process

25
The Line Manager
  • Examples

26
The Employee
  • Takes responsibility
  • Seeks clarity
  • Takes action

27
The Employee
  • Examples

28
Manager-Employee Relationship
  • How are we going to work together?
  • My style, your style
  • Background, common ground
  • Both seeking a flawless start-up
  • What do we really expect from each other?

29
The Cabinet
Continually assessing the On-Boarding Approach
  • Onboard Overview how is it defined? What does
    it look like? How does it work?
  • How do we tie in the Big Questions?
  • Identify Responsibilities
  • Identify Key Information to Disseminate
  • Promote Accountability
  • Examine communication exchange
  • Encourage ongoing dialogue at all levels

30
Review of Cabinet Onboard Process What does it
look like?
  • Cabinet Roll-Out Plan
  • Starts with recruiting
  • Job descriptions
  • Responding to candidate questions
  • First Day
  • Welcome letter
  • Email welcome from Secretary
  • Email welcome from Agency
  • Orientation
  • The Day After
  • Weve only just begun

visual
31
(No Transcript)
32
PRINCIPLES
Align to mission and vision Connect to culture,
strategic goals and priorities Integrate across
process owners Apply to all employees
ROLES
PROCESS OWNERS
PROCESSS CHAMPIONS EMPLOYEE
PROCESS PHASES AND KEY ACTIVITES
OUTCOMES
High employee job satisfaction level
Retention of high-performing employees
Continued employee engagement and commitment
Faster time-to-productivity
Getting On Board A Model for Integrating and
Engaging New Employees. Partnership for Public
Service. Booz Allen Hamilton. May 2008
33
  • Refer to Draft Onboarding procedures

New Employee
ONBOARD
34
Leadership Quotes
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35
Questions?
36
Thank You!
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