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The Case for Automating Onboarding

The Case for Automating Onboarding

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Silkroad symposium 4.2.13 Silkroad symposium 4.2.13 Presentation Transcript

  • Automating  Employee  Onboarding  Talking  Points  By  David  Berz  Learning  &  Talent  Development  Consultant  
  • The  impetus  for  this  discussion  Ê  Pulse  surveys  demonstrate  disconnect  between  new  hires  and:  Ê  Expectations  Ê  Company  identity  and    information    Ê  The  organizations  culture  and  norms  Ê  Logistics  (everything  from  benefits  to  compliance)  Ê  Consider  the  business  drivers  such  as  Ê  Technology  firm  that  offers  their  engineers  a  paperless  solution,  is  this  expected?  Ê  The  high  cost  of  turn  over  Ê  Delayed  productivity  for  new  hires  Ê  New  employees  cost  the  company  money  the  first  90+  days.    What  can  you  do  to  shorten  this  time  and  help  them  to  become  productive  quickly  
  • Definition  Ê  Simple  Definition  “Onboarding  is  the  process  of  helping  new  employees  become  productive  within  the  new  organization”  http://en.wikipedia.org/wiki/Onboarding  Ê  For  the  purpose  of  our  discussion:  It  should  include  knowledge  of  the  organization,  socialization  into  the  culture,  information  for  logistical  purposes  and  skill  building  to  team  or  peer  standards.  
  • A  few  numbers  to  consider  Ê  86%  of  new  hires  make  their  decision  to  leave  or  stay  within  the  first  6  months*  Ê  89%  of  new  hires  say  they  do  not  have  the  optimum  level  of  knowledge  and  tools  necessary  to  do  their  job.*  Ê   79%  of  those  who  quit  their  jobs  cite  lack  of  appreciation  as  the  main  reason.**  *The  Aberdeen  Group  **  SHRM  
  • Cost  of  Turnover  –  A  Quick  Calculation    Ê  A  generally  accepted  conservative  number  for  turnover  is  the  cost  can  be  upwards  of  approximately  150%  of  the  employee’s  salary  Ê  Lets  assume  the  average  employee  salary  is  $50K  *  @  150%  the  cost  is  75K  per  exiting  employee  Ê  For  a  mid-­‐size  of  of  about  1000  employees,  and  the  company  who  has  the  annual  turn  over  rate  at  10%  the  annual  cost  of  that  turnover  is  $7.5  Million!**  Ê  This  is  million  dollar  problem      *52K  in  California  according  to  the  US  Dept.  of  Labor    **  http://www.isquare.com/turnover.cfm        
  • The  Case  for  Self-­‐Service  &  Automation  Ê  Self-­‐service  and  automation  allows  for  the  employee  to  connect  early  with  the  company.  Ê  Catching  the  new  employee  at  their  highest  point  of  anticipation  and  excitement  Ê  They  feel  “in”  with  their  new  organization  Ê  Ability  to  ask  questions  early  increasing  knowledge  retention  (as  opposed  to  the  fire  hose!)  Ê  Ability  to  spend  first  day  with  a  more  engaging  and  impactful  orientation  such  as  Cultural  Continuity    Ê  Consider  first  day  orientation  being  an  opportunity  to  learn  through  emersion  the  companies  culture  
  • Solution  –  Streamlining  the  Experience  Ê  Pre-­‐first  day  portal  that  contains  company  vision,  history,  FAQ,  a  window  into  what  they’re  employee  type  needs  to  complete  in  the  first  90  days  (different  for  each  e.g.  manager,  IC,  Security  Access  etc.)  Let  them  pull  this  info  as  needed,  with  multiple  access    Ê  Shorten  the  first  day  orientation  requirement/Change  the  experience  Ê  Managers  hated  not  having  their  employees  the  first  day  Ê  Employees  hated  siting  through  long  orientations  Ê  Focused  on  culturally  immersive  experience  Ê  Hiring  Manager’s  Onboarding  program  to  engage  teams  to  own  functional  and  skill  onboarding  for  beyond  the  first  day  Ê  Job  Aides,  templates,  L&D  support  to  create  coaching  and  mentoring  programs  
  • The  ROI  Ê  Less  time  in  the  classroom  Ê  Less  time  by  HR  team  answering    general  and  non-­‐specific  questions  Ê  Greater  ownership  by  teams  =  better  engagement  by  teams  Ê  Better  engagement  leads  to  greater  feeling  of  inclusion