Secrets to Entry-Level Employee Development
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Secrets to Entry-Level Employee Development

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Presented at the 3rd Annual

Presented at the 3rd Annual
Talent Management Congress Series. 23 & 24 November 2011 HRM Singapore

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  • Full Name Full Name Comment goes here.
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  • Very insightful. The last point resonates... Thank you
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  • Thank you for this presentation. Slide 4 are my sentiments exactly.

    For my career aspirations I will begin to diligently seek an opportunity, mentor, and time.

    Opportunity: company that is active in including “new grad hires”

    Mentor: “Mentor assignment” mentors are helpful career time savers.

    Time: acknowledge to myself that I will need time for “career development” rather than quickly becoming restless with the speed of promotion opportunities.
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Secrets to Entry-Level Employee Development Presentation Transcript

  • 1. Secrets to Entry-Level Employee Development “Ah hah” moments from new grad hires William Chin Staffing Director Qualcomm, APACWednesday, November 23, 2011 1
  • 2. Typical Development Segmentation Senior Leaders Middle Managers & Everyone ElseWednesday, November 23, 2011 2
  • 3. Entry-Level EmployeesWednesday, November 23, 2011 3
  • 4. They didn’t tell How do I get me started? Who do I turn to? This is too Not enough difficult time I don’t know what to do! Help!Wednesday, November 23, 2011 4
  • 5. Career Development What the schools did not teach their students...Wednesday, November 23, 2011 5
  • 6. Virtual Teams Matrix Management Career Ladders Gone © PETER CLOSE - Fotolia.comWednesday, November 23, 2011 6
  • 7. Career Development What do they want more of?Wednesday, November 23, 2011 7
  • 8. More Work More Learning More Money © WONG SZE FEI - Fotolia.comWednesday, November 23, 2011 8
  • 9. Career Development What we need more of from them?Wednesday, November 23, 2011 9
  • 10. Social Responsibility Volunteerism Contributions© Elwynn - Fotolia.comWednesday, November 23, 2011 10
  • 11. Benefits of a Strong Onboarding Program 11Source: Strategic Onboarding, Kim Lamoureux, Bersin & Associates, 2008Wednesday, November 23, 2011 11
  • 12. 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 12Wednesday, November 23, 2011 12
  • 13. •Reviewed existing materials •Leveraged on US work •Customized corporate content •Created new local content •Experienced Hires •New Grads Hires 13Wednesday, November 23, 2011 13
  • 14. Email Welcome Note Day 0 Pre-Onboarding Access to corporate information •History •Culture •Org Structure •Career Development 14Wednesday, November 23, 2011 14
  • 15. Day 1 Orientation Mentor Assignment 15Wednesday, November 23, 2011 15
  • 16. 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 16Wednesday, November 23, 2011 16
  • 17. 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##() 17Wednesday, November 23, 2011 17
  • 18. In Summary Autonomy in Learning With a good coach Utilize IFF Learning Model in, from and for action 18Wednesday, November 23, 2011 18
  • 19. Connecting with me http://www.asiahrblog.com http://www.slideshare.net/williamchin http://www.linkedin.com/in/williamchin https://twitter.com/#!/@williamchin Information contained within is the opinion19 the author and not that of my employer. ofWednesday, November 23, 2011 19