Onboarding! Powerpoint Presentation


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On-Boarding basics for successful employee assimilation.

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  • The first 6 months of onboarding for a new hire is critical to retention. What is necessary to create a successful Onboarding Program?
  • Go over agenda Does this agenda sound right? My Introduction: Who I am; strength I believe I have Ask question; does the agenda sound right
  • My recommendations….
  • Onboarding! Powerpoint Presentation

    1. 1. Successful Employee Assimilation
    2. 2. Agenda <ul><li>Introduction </li></ul><ul><li>On-Boarding Basics </li></ul><ul><li>Case Study </li></ul><ul><li>Moving Forward </li></ul><ul><li>Training Evaluation </li></ul>
    3. 3. On-Boarding Framework <ul><li>22% of new employee turnover occurs in the first 45 days of employment (The Wynhurst Group) </li></ul><ul><li>4% never return after the first day on the job (Society for Human Resource Management, SHRM) </li></ul><ul><li>In first 6 months: new employees make their decision whether or not to stay (Monster.com survey) </li></ul><ul><li>The cost of losing an employee in the first year: 1 ½ to 3 times their annual salary (The Wynhurst Group) </li></ul>
    4. 4. On-Boarding Framework <ul><li>Employees who experience an On-Boarding program are 58% more likely to be with the organization after three years. </li></ul><ul><li>Why? </li></ul><ul><ul><li>Facilitates: Strengthening of workplace culture, </li></ul></ul><ul><ul><ul><li>Greater job satisfaction, </li></ul></ul></ul><ul><ul><ul><ul><ul><li>Better job performance, </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Workplace stress reduction. </li></ul></ul></ul></ul></ul>
    5. 5. <ul><li>Mechanism through which new employees acquire the necessary knowledge, skills, behaviors, and relationships to become effective organizational members and insiders. </li></ul>
    6. 6. On-Boarding Assumptions <ul><li>New Employee </li></ul><ul><ul><li>Characteristics with correlation to </li></ul></ul><ul><ul><li>On-Boarding success, </li></ul></ul><ul><ul><ul><li>Proactive Personality </li></ul></ul></ul><ul><ul><ul><li>Openness </li></ul></ul></ul><ul><ul><ul><li>Conscientiousness </li></ul></ul></ul><ul><ul><ul><li>Extraversion </li></ul></ul></ul><ul><ul><ul><li>Agreeableness </li></ul></ul></ul><ul><ul><ul><li>Neuroticism </li></ul></ul></ul><ul><ul><ul><li>Curiosity </li></ul></ul></ul><ul><ul><ul><li>Greater Experience Levels </li></ul></ul></ul><ul><li>Credit Union </li></ul><ul><ul><li>Accurate job description </li></ul></ul><ul><ul><li>Environment is work ready </li></ul></ul><ul><ul><li>Provides support and resources </li></ul></ul><ul><ul><ul><li>Manager </li></ul></ul></ul><ul><ul><ul><li>Buddy? </li></ul></ul></ul><ul><ul><ul><li>Mentor? </li></ul></ul></ul><ul><ul><ul><li>Human Resources </li></ul></ul></ul><ul><ul><li>Transparency </li></ul></ul><ul><ul><ul><ul><li>Values </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Roles </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Norms </li></ul></ul></ul></ul>
    7. 7. On-Boarding Assumptions <ul><li>On-Boarding is relational: </li></ul><ul><ul><ul><li>Relationship building key part of process </li></ul></ul></ul><ul><ul><ul><ul><li>Informally through talking at break time </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Formally through taking part in pre-arranged events </li></ul></ul></ul></ul><ul><ul><ul><li>Benefits </li></ul></ul></ul><ul><ul><ul><ul><li>Greater Job Satisfaction </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Better Job Performance </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Decreased Stress </li></ul></ul></ul></ul>
    8. 8. <ul><li>Phases: </li></ul><ul><li>Recruitment </li></ul><ul><li>First Day </li></ul><ul><li>First Weeks </li></ul><ul><li>First Months </li></ul><ul><li>Assimilation </li></ul>
    9. 9. <ul><li>Begin telling organization’s story </li></ul><ul><li>Communication </li></ul><ul><li>Some relationship building </li></ul><ul><li>Transparency </li></ul><ul><li>Integrity </li></ul>
    10. 10. <ul><li>Work area prepared, </li></ul><ul><li>Desk and equipment in place, </li></ul><ul><li>Introduced and greeted in department, </li></ul><ul><li>Beginning of role clarity, </li></ul><ul><li>Buddy assigned. </li></ul>
    11. 11. <ul><li>Employee presented with history, mission, vision, handbook and norms of organization. </li></ul><ul><li>Position training in full swing, </li></ul><ul><li>Role Clarity </li></ul><ul><li>Self-efficacy </li></ul><ul><li>‘ Buddy’ in place </li></ul>
    12. 12. <ul><li>Move toward full assimilation, </li></ul><ul><li>Structured orientation/compliance programs; </li></ul><ul><li>Relationship & team building encouraged. </li></ul>
    13. 13. <ul><li>Social acceptance, </li></ul><ul><li>Knowledge of organizational structure, </li></ul><ul><li>Received performance feedback, </li></ul><ul><li>Mentor – when appropriate </li></ul><ul><li>Employee development; </li></ul><ul><ul><li>early assessments </li></ul></ul>
    14. 14. Case Study
    15. 15. Case Study Exercise
    16. 16. <ul><ul><li>Goals: Increase member services and </li></ul></ul><ul><ul><li>embrace organizational culture/change </li></ul></ul><ul><ul><li>1. Select data used to measure results </li></ul></ul><ul><ul><li>2. Get agreement on what kind of On-Boarding will have greatest impact </li></ul></ul><ul><ul><li>3. Design and develop an On-Boarding Program for MIT Credit Union </li></ul></ul>
    17. 18. References <ul><li>Retrieved from http://en.wikipedia.org/wiki/Onboarding </li></ul><ul><li>Noviello, Maureen. On-Boarding Presentation, CUNA HR/TD Council, April 12, 2011. </li></ul>
    18. 19. Further Reading <ul><li>Cooperrider, D., Whitney, D., Stavros, J.M. (2008) Appreciative Inquiry Handbook: For Leaders of Change, 2 nd Edition. Brunswick, Ohio: Crown Custom Publishing, Inc. </li></ul><ul><li>Cameron, K., Dutton, J., Quinn, R., Editors (2003) Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco: Berrett-Koehler Publishers, Inc. </li></ul>