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Trials and tribulations of transition



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  • 1. TRIALS & TRIBULATIONS OF TRANSITIONMumbai03.07.2008. D. Harish
  • 2. Survey on transition25 respondentsSr.Mgmt - 9 ; Middle Mgmt - 6 ;Below Mgmt – 10;IT/BPO/FMCG/Pharma/Fin/Tele;< 30 yrs :11; 30-45 :8 ; 45 + 6 ;
  • 3. Survey focusPurpose of moveKey concernsSupport that is requiredTypical frustrationsInitiatives that workedImmediate boss’ support
  • 4. Survey results : purpose of moveSenior Mgmt Significant growth in responsibility Locational preference Significant increase in remuneration
  • 5. Survey results : purpose of moveMiddle Mgmt Dis-satisfaction with current role Widening industry experience Increase in remuneration
  • 6. Survey results : purpose of moveBelow Mgmt. Change in nature of role Significant growth in responsibility Dissatisfaction with current job
  • 7. Key Concerns on TransitionAdapting to new Organisational CultureUnderstanding new industryProving / establishing oneself in the neworganisationPersonal Hygiene factor (housing,children’s education, etc.)
  • 8. Typical Frustrations in Early DaysNon-availability of key people & boss forclarificationDelay in providing responses to questionsNo ready reckoner on Policies &ProceduresNo place to sit, no computer, nothing todo!!
  • 9. Support that is required in Early DaysClarity around role, goalsImmediate boss’ commitment andguidanceInduction to Policies, Procedures,InfrastructureIntroduction to key people in theorganisationRelocation assistance (housing, schooling,gas connection, etc.)
  • 10. Immediate Boss’ SupportRegular and close interactionSetting up newcomer for successGuidance and directionsFree and frank sharing of viewsExpectation milestones (realistic &gradual)Guided exposure to forums
  • 11. Initiatives by New-comers that workedSocial and informal get-togethers withpeersStructured schedule of one-on-onemeetingsSystematically documenting and raisingquestionsSeeking inputs on role and expectationsOff-site to get to know immediate team
  • 12. Negative impact of an ineffective on-boarding programPoor integration into the teamLow morale of the new employeeLoss of productivityFailure to work to their highest potentialEarly attrition – loss of reputation/additional replacement costs
  • 13. Organisational benefits from an effective on-boarding ProgramReduce turnover and related costsEngaging & motivating employeesRobust implementation of systems/processesContinuous improvement throughfeedbackStrengthens reputation of caring
  • 14. On-boarding : DefinitionsInduction - Whole process whereby employees adjust or acclimatise to their jobs and working environment.Orientation – refers to a specific course/ training event for new startersSocialisation – the way in which new employees build up working relationships and find roles for themselves within their new teams.
  • 15. Designing an Induction ProgramClassify Must know / expected to know /nice to knowRecognise diff. learning styles & needsCreate opportunity to meet network ofcontactsAct upon feedback received from earlierinducteesBuild a FAQ library and keep updating it
  • 16. Immediate Boss’ Engagement – a frameworkExtend warm welcome & enquire/ ensurepersonal (incl. family) comfortHand over appointment letter & check for alladmin arrangementsDiscuss job description and purpose/ place inthe overall contextAgree short-term/ induction related personalobjectives
  • 17. Immediate Boss’ Engagement – a framework (contd.)Clarify expectations/ appraisalmechanism / reward linkageExplain training & development plannedfor success in roleAppoint & introduce a mentor/ buddy (firstfew weeks)Arrange for meetings with key contacts(within & outside the organisation)
  • 18. BASIC Standards of Excellence BENCHMARK (BASIC+) Walk around introductions by HR resource Welcome board / introductory meetings BRILLIANT (BASIC, BENCHMARK +) Induction starts from offer acceptance Workspace with telephone, computer access ready oncovering all needs employees and Campus Tour day 1 mail to all Introductory network of relations sent prior to day 1 Admin stuff (ID Card, schedule ready A detailed induction Lunch coupons) pre-arranged Immediate boss has full day set aside to familiarise the newcomer on day 1 Organisation Charts for reference Annual reports, with immediate team on day 1 Lunch house magazines, policy manuals providedassigned forof meetings & Mentor/ Buddy for reference 3 months calendar every new joinee activities planned / supported Reference guide to inductee on support & supporting resources
  • 19. New trends in Employee InductionOn-line induction module to cover certainaspectsAccess to Policies on the portalInformation sharing between offeracceptance & joiningInformation gathering by new employeeusing a structured formatUsing recent joinees (6 months ago) asbuddies for new joinees.
  • 20. Wow experiences !Welcome / Induction kit sent on offeracceptanceCompany products hamper sent homeSeeking inputs on key plans being madefor the year aheadInviting for key meetings / get-togetherseven prior to joiningDetailed hand-holding for locationaltransfers
  • 21. THANK YOU