The document summarizes an onboarding presentation about reducing employee confusion through effective onboarding programs. It begins with describing a typical orientation process, then discusses statistics showing the benefits of strategic onboarding over checklists or brief orientations. It provides Qualcomm's case example of developing a year-long onboarding program including pre-arrival materials, multi-day orientation, ongoing training, and mentorship to improve engagement, productivity, and retention.

1. Reducing the Fog:
Approaches to Effective
Employee Onboarding
William Chin
Director, Staffing
Qualcomm, Asia Pacific
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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
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3. 3

4. Welcome
HR Orientation
1. Ice Breaker and Intro
2. Executive Welcome
3. Badge and ID
4. PC, Account Set-up
5. Office Tour
6. Meet and Greet
7. Set-up Office
8. Welcome Lunch
9. HR, IT, Travel, Finance Policies
10. Payroll, Benefits Enrollment
11. Company History & Culture
12. Company Values
13. Training Programs
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5. 3

6. 4

7. Welcome
Business 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. 4

9. 5

10. Welcome
5

11. Welcome
Get to Work!
5

12. What happened to
the honeymoon
period?
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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?
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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
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Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

15. Benefits of a Strong Onboarding Program
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Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

16. Benefits of a Strong Onboarding Program
9
Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

17. An
Experience
A Process
Check List
10
Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

18. An
Experience
A Process
Check List
10
Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

19. An
New Employee Experience
Orientation
Forms, Registration,
Checklists, other
paperwork A Process
1 Day or less w/ HR
Check List
10
Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

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
10
Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

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
10
Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008

22. 11

23. •Company-wide climate survey
•Performance evaluations
•Manager feedback
•Employee feedback
•other informal data gathering
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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
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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 gathering
Productivity
•Multiple and competing priorities
•Cross-functional project teams
•Managing expectations
•Ramp-up time
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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 gathering
Productivity 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
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27. •Reviewed existing materials
•Leveraged on US work
•Customized corporate content
•Created new local content
•Experienced Hires
•New Grads Hires
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28. 12

29. Day 0
Pre-Onboarding
13

30. Email Welcome Note
Day 0
Pre-Onboarding
13

31. Email Welcome Note
Day 0
Pre-Onboarding
Access to corporate
information
•History
•Culture
•Org Structure
•Career Development
13

32. Day 1
Orientation
14

33. Day 1
Orientation
14

34. Day 1
Orientation
Mentor
Assignment
14

35. Day 2 - 365
1st Year core competency
development
15

36. Day 2 - 365
1st Year core competency
development
15

37. Day 2 - 365
1st Year core competency
development
•Half-Day sessions
•Facilitator-led
•Online self-study and pre-work
•Modular format allows flexibility based on new hire volume
15

38. Facilitated Search course titles through
Workshops the Learning Center
16

39. Facilitated Search course titles through
Workshops the Learning Center
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40. On-boarding Experience
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41. Presented at HRM Workshop Series,
Effective Onboarding, Jan 19, 2011
http://www.hrmawards.com/KMIConferences/EffectiveOnboarding_3pp_email.pdf
This presentation is based on my own opinions and does not necessarily represent Qualcomm’s strategies, position or opinions.
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