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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

Published in: Business
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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
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  39. 39. Facilitated Search
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  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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