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Strengthening Institutional Culture through Engagement-Focused Employee Onboarding

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Title: Strengthening Institutional Culture through Engagement-Focused Employee Onboarding


1
Strengthening Institutional Culture through
Engagement-Focused Employee Onboarding
2
Speakers
Brett Tearney Product Manager, PeopleAdmin
Brett has more than ten years experience building
talent management systems, including recruiting,
onboarding and performance management
applications. Brett will outline what strategic
onboarding looks like and explain the benefits of
having an automated onboarding solution and how
it can improve the employee engagement process.
  • Wendy Middlebrook Director Of Human Resources,
    PeopleAdmin

Wendy will discuss the onboarding challenges she
has experienced in her decade-plus history in
talent management and how automation can improve
upon this crucial piece of the staffing process.
Moderator
Tommy Siragusa Marketing Manager, PeopleAdmin
3
In this webcast, we will cover
  • What is onboarding?
  • Onboarding vs. orientation
  • Stages of onboarding
  • Cost of lacking strategic employee engagement
  • Manual onboarding - A Personal Account
  • PeopleAdmin integrated onboarding solution
  • Benefits of an automated onboarding solution
  • QA

4
Submitting Questions
  • Use the QA Panel to ask questions
  • Type-in your question
  • Select to direct it to host and panelists
  • Submitted questions will be answered at the end
    of the webcast
  • If your question does not get answered, we will
    reach out to you individually

5
Onboarding
  • The process of meeting new employees immediate
    needs.
  • The first and best opportunity to turn new hires
    into productive, happy and successful employees.
  • Industry experts define Onboarding as
  • The process of acquiring, accommodating,
    assimilating, and accelerating new team
    members(Simpson 2009).
  • Provides a frameworkto maximize employee
    productivity, engagement, and retention (Lavigna
    2009).
  • starts with the first contact of a potential new
    hire - building and establishing engagement
    earlier in the employment stage and continuing
    after the traditional orientation program ends
    (Moretti 2004).
  • formation of a mutually satisfying relationship
    between the company and the new hire (Friedman
    2006).

6
Onboarding vs. Orientation
7
Stages of OnboardingThe first day is just the
beginning
  • Organizational readiness IT, Facilities,
    Security, and Payroll
  • Expedite transactional activities paperwork
    completion and provisioning
  • Facilitate employee preparations documentation,
    video tours, photo directory
  • Coordinate first-day schedule
  • Cultural introduction goals, mission, and
    vision
  • Constant employee engagement create connections
  • Set clear expectations
  • Establish transition coach and mentor
    relationships
  • Provide regular opportunities to ask questions
  • Initiate training and development
  • Ensure resource availability
  • Give room for improvement and error
  • Provide regular feedback
  • Create Professional Development Plan
  • Acknowledgement of success
  • Smooth transition to performance management

8
The Cost of lacking Strategic Process
  • Recent Research
  • Only 30 of employees engaged
  • 80 of turnover attributed to onboarding
  • Disengagement seen during first day
  • Nearly 1/3 job searching within 6 months
  • More than 30 of new hires exit before 2 years
  • 50 five-year attrition rates common
  • Turnover costs at least 30-50 of first year pay

Sources Gallup poll Curry, Lynne. 2010. Getting
the right employees Multi-staged hiring process
recommended. Alaska Business Monthly 26, no. 6
34-35. Business Source Complete, EBSCOhost
(accessed August 3, 2010). Hyland, Lars. 2010.
Welcome aboard. Training Journal. May. 37-40.
www.trainingjournal.com Stein, Mark, and Lilith
Christiansen. 2010. Successful onboarding
Strategies to unlock hidden value within your
organization. New York McGraw-Hill.
9
Manual Onboarding A Personal Account
Where?
  • Higher operational costs
  • Inefficient time consuming
  • No checks balances
  • No reminders to complete tasks
  • Susceptible to start-date barriers
  • Vulnerable to user errors
  • No accountability

HELP!
10
Integrated Onboarding
Part of the PeopleAdmin Select Suite
  • Features
  • Flexible task setup facilitating tactical and
    strategic activities
  • Tailor individual events to specific new hire
    situations
  • Electronically deliver and complete documents
  • Centrally monitor broad task distribution network
  • Handle dependent tasks
  • Notify of delinquencies
  • Identify bottlenecks
  • Ensure process compliance

11
Benefits of Automated Onboarding
12
QA
13
Thank You!
14
iPod Shuffle Drawing!
15
Additional Information
Please contact
Ty Landry
ty.landry_at_peopleadmin.com
Mark Didlake
mark.didlake_at_peopleadmin.com
Request a live demo! Visit www.peopleadmin.com
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