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Reducing the Fog:Approaches to EffectiveEmployee Onboarding                          William Chin                        D...
Agenda•   A Typical Orientation•   Basic Statistics on Benefits of a Strong    Onboarding Program•   Approaches to Strategi...
3
Welcome   HR Orientation1. Ice Breaker and Intro2. Executive Welcome3. Badge and ID4. PC, Account Set-up5. Office Tour6. Me...
3
4
WelcomeBusiness Orientation  1. Business Strategy and Plans  2. Annual, Quarterly Objectives  3. Targets, Quotas, Delivera...
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5
Welcome   5
WelcomeGet to Work!     5
What happened to the honeymoon     period?              6
•How does work get done around here?•Who are key people I need to work with?•Who can tell me where are the pitfalls?•Who c...
Common Statistics                     18 months                                 most vulnerable period to leave           ...
Benefits of a Strong Onboarding Program                                                                         9Source: St...
Benefits of a Strong Onboarding Program                                                                         9Source: St...
An                                                                                 Experience                             ...
An                                                                                 Experience                             ...
An             New Employee                                                        Experience             Orientation     ...
Onboarding                                                                Formal training                                 ...
Strategic                                                                                            Onboarding           ...
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•Company-wide climate survey•Performance evaluations•Manager feedback•Employee feedback•other informal data gathering     ...
Engagement•Company-wide climate survey          •Company strategies and the employee•Performance evaluations              ...
Engagement•Company-wide climate survey              •Company strategies and the employee•Performance evaluations          ...
Engagement•Company-wide climate survey              •Company strategies and the employee•Performance evaluations          ...
•Reviewed existing materials•Leveraged on US work•Customized corporate content•Created new local content•Experienced Hires...
12
Day 0Pre-Onboarding                 13
Email Welcome Note    Day 0Pre-Onboarding                 13
Email Welcome Note    Day 0Pre-Onboarding                        Access to corporate                        information   ...
Day 1Orientation              14
Day 1Orientation              14
Day 1Orientation               Mentor              Assignment                 14
Day 2 - 3651st Year core competencydevelopment                           15
Day 2 - 3651st Year core competencydevelopment                           15
Day 2 - 3651st Year core competencydevelopment •Half-Day sessions •Facilitator-led •Online self-study and pre-work •Modula...
Facilitated   Search
course
titles
throughWorkshops     the
Learning
Center                 16
Facilitated   Search
course
titles
throughWorkshops     the
Learning
Center                 16
On-boarding Experience                                       !""#$#%&($)*+,#-(.+.+,#/*012#                                ...
Presented at HRM Workshop Series,                                     Effective Onboarding, Jan 19, 2011                  ...
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New employee onboarding

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approaches to an effective employee onboarding program. presentation was given at HRM Workshop Series,
Effective Onboarding, Jan 19, 2011

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  • A typical new employee orientation agenda. A laundry list of items..\n
  • A typical new employee orientation agenda. A laundry list of items..\n
  • HR hands off the new employee to the business group manager. They go through another list of items.\n
  • HR hands off the new employee to the business group manager. They go through another list of items.\n
  • Managers want their new hire to get on the job right away.\n
  • Managers want their new hire to get on the job right away.\n
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  • New employees are often lost and confused in their new environment without someone to help them get acquainted with the organization.\n
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  • Moving from “check-list” orientation to an onboarding experience\n
  • Moving from “check-list” orientation to an onboarding experience\n
  • Moving from “check-list” orientation to an onboarding experience\n
  • Moving from “check-list” orientation to an onboarding experience\n
  • Qualcomm case example - assessing needs\n3 critical focus areas where onboarding can make a difference\n
  • Qualcomm case example - assessing needs\n3 critical focus areas where onboarding can make a difference\n
  • Qualcomm case example - assessing needs\n3 critical focus areas where onboarding can make a difference\n
  • Qualcomm case example - assessing needs\n3 critical focus areas where onboarding can make a difference\n
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  • Onboarding include program targeting new grads and interns\n
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  • Transcript of "New employee onboarding"

    1. 1. Reducing the Fog:Approaches to EffectiveEmployee Onboarding William Chin Director, Staffing Qualcomm, Asia Pacific 1
    2. 2. Agenda• A Typical Orientation• Basic Statistics on Benefits of a Strong Onboarding Program• Approaches to Strategic Onboarding• Qualcomm Case Example - Developing and Implementing an Onboarding Program 2
    3. 3. 3
    4. 4. Welcome HR Orientation1. Ice Breaker and Intro2. Executive Welcome3. Badge and ID4. PC, Account Set-up5. Office Tour6. Meet and Greet7. Set-up Office8. Welcome Lunch9. HR, IT, Travel, Finance Policies10. Payroll, Benefits Enrollment11. Company History & Culture12. Company Values13. Training Programs 3
    5. 5. 3
    6. 6. 4
    7. 7. WelcomeBusiness Orientation 1. Business Strategy and Plans 2. Annual, Quarterly Objectives 3. Targets, Quotas, Deliverables 4. Market Analysis & Trends 5. Key Accounts 6. Customer Meetings 7. Product Roadmap 8. Monthly Report 9. Executive Visits 10. Ops Reviews 11. Technical Training 12. Vendor Engagement 13. Supplier Meetings 4
    8. 8. 4
    9. 9. 5
    10. 10. Welcome 5
    11. 11. WelcomeGet to Work! 5
    12. 12. What happened to the honeymoon period? 6
    13. 13. •How does work get done around here?•Who are key people I need to work with?•Who can tell me where are the pitfalls?•Who can show me the ropes?•Is there someone I can rely on? 7
    14. 14. Common Statistics 18 months most vulnerable period to leave 1/3 managers will fail at their new job/role average time to full productivity for 8 - 12 weeks clerical staff 18 - 22 average time to full productivity for weeks professional staff 24 - 28 average time to full productivity for weeks executives of the workforce want change jobs every 50% 3-5 years 8Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    15. 15. Benefits of a Strong Onboarding Program 9Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    16. 16. Benefits of a Strong Onboarding Program 9Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    17. 17. An Experience A Process Check List 10Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    18. 18. An Experience A Process Check List 10Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    19. 19. An New Employee Experience Orientation Forms, Registration, Checklists, other paperwork A Process 1 Day or less w/ HR Check List 10Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    20. 20. Onboarding Formal training classes, culture setting, values An New Employee Bootcamp or other Experience Orientation training series Forms, Registration, Checklists, other paperwork A Process 1 Day or less w/ HR Check List 10Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    21. 21. Strategic Onboarding Integrated with hiring, socializing into org culture, mentoring, Onboarding networking Formal training Over a period of time classes, culture setting, values An New Employee Bootcamp or other Experience Orientation training series Forms, Registration, Checklists, other paperwork A Process 1 Day or less w/ HR Check List 10Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008
    22. 22. 11
    23. 23. •Company-wide climate survey•Performance evaluations•Manager feedback•Employee feedback•other informal data gathering 11
    24. 24. Engagement•Company-wide climate survey •Company strategies and the employee•Performance evaluations •Connection with BU and related teams•Manager feedback •Linkage with US teams•Employee feedback •Working with virtual teams•other informal data gathering 11
    25. 25. Engagement•Company-wide climate survey •Company strategies and the employee•Performance evaluations •Connection with BU and related teams•Manager feedback •Linkage with US teams•Employee feedback •Working with virtual teams•other informal data gatheringProductivity•Multiple and competing priorities•Cross-functional project teams•Managing expectations•Ramp-up time 11
    26. 26. Engagement•Company-wide climate survey •Company strategies and the employee•Performance evaluations •Connection with BU and related teams•Manager feedback •Linkage with US teams•Employee feedback •Working with virtual teams•other informal data gatheringProductivity Retention•Multiple and competing priorities •Work-life balance, over time•Cross-functional project teams •2nd-year critical decision point•Managing expectations •Career development, promotion•Ramp-up time opportunities •New grad hires 11
    27. 27. •Reviewed existing materials•Leveraged on US work•Customized corporate content•Created new local content•Experienced Hires•New Grads Hires 12
    28. 28. 12
    29. 29. Day 0Pre-Onboarding 13
    30. 30. Email Welcome Note Day 0Pre-Onboarding 13
    31. 31. Email Welcome Note Day 0Pre-Onboarding Access to corporate information •History •Culture •Org Structure •Career Development 13
    32. 32. Day 1Orientation 14
    33. 33. Day 1Orientation 14
    34. 34. Day 1Orientation Mentor Assignment 14
    35. 35. Day 2 - 3651st Year core competencydevelopment 15
    36. 36. Day 2 - 3651st Year core competencydevelopment 15
    37. 37. Day 2 - 3651st Year core competencydevelopment •Half-Day sessions •Facilitator-led •Online self-study and pre-work •Modular format allows flexibility based on new hire volume 15
    38. 38. Facilitated Search
course
titles
throughWorkshops the
Learning
Center 16
    39. 39. Facilitated Search
course
titles
throughWorkshops the
Learning
Center 16
    40. 40. On-boarding Experience !""#$#%&($)*+,#-(.+.+,#/*012# 7$"F)"0%5$* 3))#!&4#5.(&2# !"#$%&()%* /)004%#5()%*9:#88;* =%B#%B*7"#)"#($;* =%B$0$%&* +,*-* <"3*=)%&>* D&>*=)%&>* --&>*=)%&>* . /)01%,*2%345()%*6* . ?#"&48*@$0;* . =&"#E*=%B$0$%&* . =%B#%B*G#&>)4&* !"#$%&()%*78%* . /");;*/48&4"8* . @#0$*=%B$0$%&* H4&>)"#&,* /)004%#5()%;* . =%B#%B*I)4"*J);;* . A)":#%B*5");;*B$)* C)4%3"#$;* +,*-* +,*KLLLLLLLL&>")4B>LLLLLLLL+,*<MN* !"#$%"#$&(&!)*+,#"-+&.+)*+-& 1)"23"+-& !"#$%&($)*() 6#$#7&$7)8/".("9#$3/) <"#$=&$7)>(2"%/4.) /+0& +(",)-&./) 0  1233/%%.24)*"#$%&($)*() 0  6#$#7&$7):(2")(5$) 0  ?24@#$7)#)%*"($7) !""#"$% 5(",)4&./) ;/".("9#$3/) ;"(./%%&($#4)"/;2*#($) &(")*"% !"#$%"& *&%+",$) 0%12.344.) !"#$%&#() 786496:%#) -..(#/"#$.) 5&6##() 17
    41. 41. Presented at HRM Workshop Series, Effective Onboarding, Jan 19, 2011 http://www.hrmawards.com/KMIConferences/EffectiveOnboarding_3pp_email.pdfThis presentation is based on my own opinions and does not necessarily represent Qualcomm’s strategies, position or opinions. 18
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