Download - 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
What needs to be done?
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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
What needs to be done?
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Promote courageous networking• Identify networking targets
What needs to be done?
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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
What needs to be done?
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Developing the On-boarding Program
What needs to be done?
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Developing the On-boarding Program
Structure and Commitment
Socialization and Role Management