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Onboarding process ver 4

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  • 1. Onboarding toImprove Retention LAURENCE YAP Former Sr Manger of L&OD, PayPal APAC 7th June 2012, Hilton Singapore
  • 2.  Rentention in current workplace Onboarding Model according to Gallup 12M Onboarding Process in 5 organizations Four Phases of OD in Gallup Context  Pre-onboarding  Corporate onboarding  Dept onboarding  Post onboarding Summary
  • 3. Gallup & Employee Engagement Based on 30 years of in-depth research Involved more than 17 million employees
  • 4. After 1 year on the job….70% of U.S 33% 49% 18%
  • 5. Onboarding Examples
  • 6. Training Organization satisfaction rate 90.00 85.06 83.53 85.00 82.65 82.09 82.33 81.12 80.00 75.00 70.00 65.00% % 60.00 55.00 50.00 45.00 40.00 Orientation and Adequate Equipment and Teaching Trainers Multimedia induction effectiveness of facilities in materials and behaviour and training adequate program training training room aids attitude and effective opportunities About 80% of respondents are satisfied with Training offered in Carsem
  • 7. Exceeded expectationEmployee Survey 2008 Carsem Above 80 pc.
  • 8. OnBoarding Gallup Q12 WaysPreonbaording • Before OnboardingCorporateOnboaridng • Corporate LevelDepartmentOnboarding • Department LevelPostOnboarding • Beyond OnBoarding
  • 9. Carsem ExamplePerformance Model
  • 10. Tool A: Performance Analysis 表现分析
  • 11. Tool B: Performance Analysis 表现分析
  • 12. Pre-boarding3. Do you get the opportunity to do what you do bestevery day?Do you hire the right people, using their strength at work?
  • 13. Corporate On Boarding1. Do you know what is expected of you at work?Expectation of employees, culture, values, conduct, internet usgae8. Do you feel that your job is important?Company vision, mission, inspiration, success stories, awards,contribution10. I have a best friend at work6. Are you encouraged to work on your (self-)development?Training Department explains training oppportunities
  • 14. Department On Boarding1. Do you know what is expected of you at work?3. Do you get the opportunity to do what you do best every day?5. Do your colleagues seem to care about you as a person?6. Are you encouraged to work on your (self-)development?8. Do you feel that your job is important?10. Do you (or would you like to) consider some colleagues as friends?12. Are you given the opportunity (time/resources) to learn and grow?
  • 15. Post On-Boarding4. Did someone recently give you recognition or praise for doing goodwork?2. Do you have the materials and equipment you need to do your workright?3. Do you get the opportunity to do what you do best every day?7. Do people make your opinion count?9. Are your colleagues committed to doing quality work?11. Does someone care about the progress of your work?
  • 16. Additional Tips1. Do You Make Your New Hires Feel Welcome?2. Do You Inspire Pride?3. Do You Help New Hires See the Big Picture?4. Do You Show How Employees Matter?5. Do You Collect and Share Stories?6. Do You Make Your Orientation Program Interesting and Interactive?7. Are You Designing It From the New Employee’s Perspective?8. Are You Holding Your Orientation Program When It’s MostUnderstandable and Beneficial?9. Have You Broken Your Orientation Program Down Into Digestible,Bite Sized Chunks?10. Are You Offloading As Much Information As Possible To YourIntranet?11. Do You Have a “Mentoring Program?12. Are You Making It Easy For New Employees to Tell You How They’reDoing?13. Do You Help Your Supervisors and Managers Do Their Part Well?
  • 17. 1. Do I know what is expecme of me at work?
  • 18. Onboarding: Mission and Vision 5 Days Komag Collge MD, Director, HOD meet new employees MD explained corporate vision and mission
  • 19. Onboarding: Expectation (60 days)
  • 20. Onboarding: Expectation (60 days)
  • 21. Onboarding: Expectation (60 days)
  • 22. Onboarding: Expectation (60 days)
  • 23. 2. Do I have the materials and equipmentsI need to do my work right?
  • 24. Tools & Equipment: Training/Mentoring
  • 25. Leadership Training/Bonding• Bonding among the new supervisors• Practical Leadership Skills• Fun learning environment• Sharing of leadership examples• Impart PayPal key values
  • 26. Leadership Training/Bonding
  • 27. Leadership Training/Bonding
  • 28. Positive Thinking
  • 29. 3. At work, do I have the opportunity to dowhat I do best every day?
  • 30. Meeting the Employées Regularly
  • 31. Identify Your Strengths & Development Needs
  • 32. Strength-based Management200 HoursStrength –Best in Class (80%)Weakness – Mediocre (20%)
  • 33. Personality Plus
  • 34. 4. In the last 7 days, have I receivedrecognition for doing good work?
  • 35. Leadership Training
  • 36. Pay Attention• Walk around• Show care• Notice right and significant things – Coupon• Listen with your senses• 5 days in a year• Personal life• Be a friend
  • 37. Personal Recognition• Know what they like, their needs and interests• Personalize: Special, meaningful, and memorable
  • 38. Tell the Story• must tell the story on how the person was able to perform exemplarily• Breakfast (aida) and Shamlee (room)
  • 39. Celebrate Together• Public ceremony• Lunch and dinner treats
  • 40. 5. Does my supervisor, or someone at work,seem to care about me as a person?
  • 41. Onboarding: Mission and Vision Leaders Meeting People
  • 42. Listening Skills• Use listening skills to engage employees
  • 43. Guidelines1. Questions – 5W1H2. Body Language and Posture3. Sincerity
  • 44. Avoid1. Judgment 2. Topper 3. Advising
  • 45. Exercise• Grouping: Hobbies, Best Friend and Traveling Experience
  • 46. Get to Know Your ColleaguesName Birthplace Hobbies Food Drink HPLaurence Sabah Traveling, Spaghetti Chamomile 0162080096Yap Reading Tea• 15 minutes - Your Partner First
  • 47. 6. Is there someone at workwho encourages my development?
  • 48. Meeting the Employées Regularly
  • 49. 50% of the your time should be directed to coaching Daily Coaching Approximate Activity Hours Per Week 1-on-1’s 14.5 Updating Metrics 3.25 Team Learning 1.00 Daily Stand-Up’s 1.25 50% Total 20 Hours Remainder of time should be dedicated to walking the floor, meeting with managers, and completing other supervisor tasks/projects 54
  • 50. Creating a Development Plan
  • 51. Identify Your Strengths & Development Needs
  • 52. 7. At work, do my opinions seem to count?
  • 53. Meeting the Employées Regularly
  • 54. Opinions• What do you think?• Build Ideas• Flexible in Approaches, not goals• Ownership
  • 55. 8. Does the mission/ purpose of mycompany make me feel my job isimportant?
  • 56. peopleknowledgeinnovation
  • 57. PeopleWe care about people and the role of work intheir lives. – We respect all of our people as individuals, enabling and trusting them to meet the needs of colleagues, customers and the community. – We are committed to delivering professional service according to our high quality and ethical standards.
  • 58. PeopleWe care about people and the role of work intheir lives. – We recognize everyone’s contribution to our success. – We help people develop their careers through planning, work experience, coaching and training.
  • 59. Onboarding: Mission and Vision 5 Days Komag Collge MD, Director, HOD meet new employees
  • 60. 9. Are my co-workers committedto doing quality work?
  • 61. Meeting the Employées Regularly
  • 62. 10. Do I have a best friend at work?
  • 63. Team Activities• Celebration• Outing• Mentor• Treat them like friends
  • 64. 11. In the last 6 months, has someone atwork talked to me about my progress?
  • 65. Performance Appraisal – 6 months
  • 66. 12. This last year, have I had opportunitiesat work to learn and grow?
  • 67. Training, E-Learning, Coaching
  • 68. Training, E-Learning, Coaching
  • 69. Thank You
  • 70. ContactLaurence Yap Tung SiongContact: +6016-2080096 (Mobile)Email laurence.yap@gmail.comLinkedin http://www.linkedin/in/laurenceyapBlog: Journey of HRDhttp://www.journeyofhrd.blogspot.comSlidesharehttp://www.slideshare.net/eastleaf