developing the onboarding program

E2E: Developing the On-boarding Program Presented by Clare Espino

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Objectives

Given the summary of responses from the new hires and the buddies and the background research, the Talent Management team must be able to:(1) identify the areas of improvement in order to engage the new hires through an enhanced on-boarding program(2) formulate an action plan to develop the

on-boarding program(3) apply the necessary suggestions in modifying the on-boarding program

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Topical OutlineI. IntroductionII. Methodology

A. Data DemographicsB. Survey Questions

III. Feedback from the New HiresA. StrengthsB. WeaknessesC. Areas of Improvement

IV. Feedback from the BuddiesA. StrengthsB. WeaknessesC. Areas of Improvement

V. Developing the On-boarding Program

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Demographics

Survey Questions

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New Hire

(1) How was your first two weeks?

(2) Who was able to help you?

(3) How can we improve on your assimilation into the organization?

(4) Is your current job the same as explained to you during the hiring process?

Buddy

(1) How has the new hire able to assimilate into the organization?

(2) What are the common concerns or questions of the new hire?

(3) Was your role clear?(4) What tools / resources

do you feel you need to improve the buddy system?

From the new hire’s perspective:

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Pros• Understood the

operations and output• Team mates and

people from other departments helped

• Kept in touch w/ the buddy

• Expectations=actual job w/ some exceptions

Cons• No clear and written

orientation plan• No comprehensive

turnover w/ the hiring department

• Steep learning curve• Lack of communication w/

the buddy and the hiring department

• No JD handed out• Disparity between

expertise and tasks assigned

From the new hire’s perspective:

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Areas of Improvement• Have a structured orientation schedule into the

company; customized per level• Have a departmental activity/company lunch• Include regularization benefits/discussion of

compensation and benefits• Have a committed buddy• Provide a directory and access to manuals

From the buddy’s perspective:

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Pros

• Clear role• Personality-> key factor• Had scheduled

orientations with the team and business partners

Cons

• Should be more interactive rather than a Q and A basis only

• Not sure if all bases were touched upon

From the buddy’s perspective:

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Areas of Improvement• Have a specific checklist• Provide a list of FAQs w/ contact person• Provide a guideline on invoices, routinary processes,

and signatories• Include an organizational structure chart with pictures• Survey questions->must be tailored to the position• Seatmate/Peer>better buddy because of proximity

What needs to be done?

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Developing the On-boarding ProgramFor the program:• Review the mechanics• Have a more structured onboarding process• Engage in collaborative tools and approachesAccomodation:• Guidebook->new hire; checklist->buddy• Add real time people stories• Discuss the compensation and benefits package• Set the job expectations: KRAs, job success,

leadership, communication style and expected timeframe, likes and dislikes, day to day operations


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Developing the On-boarding ProgramSocialization:• Involve a mentor/immediate head• Organize a departmental activity/company lunch• Key stakeholder meeting• Catch-ups between the new hire and the immediate

supervisor


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Promote courageous networking• Identify networking targets


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Developing the On-boarding Program

Role Management:• Brief the employee about incoming meetings• Hold a selection results review and development

planning discussion• Acknowledge the committed buddies


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Structure and Commitment

Socialization and Role Management

developing the onboarding program

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