1. Employee Onboarding as a
Way of Talent Management
Said Al Darmaki, HR Head
JINDAL SHADEED IRON & STEEL LLC

2. 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

3. 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).

4. 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.

5. 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

6. 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

7. Breakeven Point
 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?
7

8. Orientation VS Onboarding
Orientation Onboarding
One time event Frequent interaction
Welcome Productive
Introduction Performance training
Paperwork Setting expectation
Culture Organizational goals
History Performance evaluation
8

9. Potential of Recruiting and Onboarding to Satisfy
Maslow’s Hierarchy of Needs
Self
-actualization
Esteem
love/belonging
safety/security
Physiological
- Onboarding’s Impact - Recruiting
9

10.  ُ
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 programme
were 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

11. Benefits to Onboarding
For Employees For Organization
Become familiar and comfortable with Improve employee retention
their job roles.
Learn about organization culture and job Increase time to productivity
related resources
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 Increase employee pride in
quickly (internal and external) organization
11

12. The Building blocks of successful
onboarding (The 4 C )
ONBOARDING COMPLIANCE CLARIFICATION CULTURE CONNECTION
STRATEGY LEVEL
passive Yes Some Little/ none Little/ none
high potential Yes Yes Some Some
proactive Yes Yes Yes Yes
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.

13. A Research-Based Model of Onboarding
Industry, organization, size, leadership, climate and culture
Recruiting Orientation
Support Tools
process Forms (e,g,New
&processes(e.g ,Written
(e,g, RJP, employee
Onboarding plan,
Stakeholders Orientation
integration meetings)
Involvement) Guide
Social
Self- Role Knowledge
selection
+ efficacy + Clarity
+ Intergradati
+ Of Culture =
Successful On
=boarding
on
Feedback Coaching
Tools(e.g, 360 Training (e.g, &support (e. g,
Feedback hard skills, soft hiring-manager,
performance skill, on HR generalist,
Appraisals , boarding skills mentor
feedback
seeking
Time for successful on boarding … ongoing pre-hire to 12 month post-entry
Source: Bauer, T. N. (2010)

14. Onboarding at JSIS
Joining
Formalities & Company Presentation –
Employee Joins other formalities Corporate HR & Admin
& Welcome to Presentations
Employees
Presentation of
Involve NE in the Encourage them to Each Dept. by
Company club be part of the HODs
Committees
Specialized Technical
Reporting to Behavioural Training
Training for one
Department. for one Month in case
Month in case of
Assign Mentor & of GETs & One week
GETs.one week
Buddy for each new Training for
induction for
joined experience hires
experience hires

15. Than Q
15

16. 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

17. Onboarding Checklist: The First 90 Days
By 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

18. Onboarding Checklist: The First 90 Days
By 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

19. 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