New hire onboarding conference gal segal Strategic Partnership between Business and HR in Creating Effective Onboarding Process

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Strategic Partnership between Business and HR in
Creating Effective Onboarding Process
Gal Segal, EMEA Learning & Development Manager
February 2016
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Accelerating Performance

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Presentation Overview
 About SanDisk
 Onboarding Process Stakeholders
 SanDisk New Hires Onboarding Process in a
Glance
 Why Revisiting Our Onboarding Process?
 Our Purpose
 Challenges
 Actions taken
 Next Steps

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Expanding the
Possibilities of Storage
 For enterprise and hyperscale
 For consumers
 For mobile and connected OEMs
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We Enable Innovation in Four Mega Markets
Mobile and
Connected Devices
ConsumerData Center
Client
Computing

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Worldwide Locations
EMEA
France
Germany
Ireland
Israel
Italy
Poland
Russia
Spain
Turkey
UAE
UK
APAC
Australia
China
India
Indonesia
Japan
Korea
Malaysia
Singapore
Taiwan
Americas
Brazil
Canada
USA

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Stakeholders Who Drive the Onboarding
Process
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New Hire
Peer Coach
HRBP
Regional
Corp functions
HR Corporate
Regional
HR COEs
Manager

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New Hires Onboarding Process in a Glance
Logistics
New Hire
individual
training plan +
Peer coach
On boarding
administration
Introductions
New hire core
trainings +
Individual
training plan
Set individual
goals
New hire core
trainings +
Individual
training plan
Integration
follow up
routines
New hire core
trainings +
individual
training plan
On-going
feedback
Preparation
to
Onboarding
Arrival Day First month 3 Months 6 Months

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Why Revisiting Our Onboarding Process?
Recruitment process
Logistics (HRIS, Facilities, IT, Finance)
Individual training
plan
Peer coach
Cross- company
new hires core
trainings
Knowledge Sharing
Central location for
trainings

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Managers are the Key to an Effective
Onboarding

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Our Purpose - Acceleration
Enhance onboarding process effectiveness across the
organization, to get new hires up to speed faster and
create value sooner

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Our Challenges
Not all managers take full ownership for
their new hire onboarding
Massive recruiting in heavy workload
Managers lack clarity of the process and their
part in it
Differences between BUs in individual training
plan and peer coach implementation
Individual new hire training plans are created
manually in Excel
No one central location for knowledgetrainings

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"How”
Our Objectives
Mindset change- drive managers to be accountable for
their new hires effective onboarding and take a proactive
stand in the process.
 Provide managers with roadmap, tools and platforms for
onboarding new employees
 Create one central, easy-to-use location for trainings
 Create platform for quick and easy creation of new hires
personal training plans
"What”

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What did we do so far?
Infrastructure Raising Awareness Monitoring Routines Knowledge Sharing

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Managers Checklist Mangers Handbook
Infrastructure

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 Share roadmap and process
improvements with all HR
team
 Enhance new hires
onboarding effectiveness as a
shared goal for HR team on
2016
 Roadshow group mgmts. and
to all managers across BUs -
HRBPs
 Peer coach assigning and
training- HRBP
 HRBP support during entire
process
 Follow up routines after 3
months:
– 1:1 manager-new hire
– 1:1 manager-peer coach
– 1:1 new hire- HRBP
– New Hires On-line survey
Raising Awareness Monitoring Routines

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Knowledge Sharing

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Next Steps
Advanced platform for
creating individual
training plans
Continue raising
awareness
Process implementation
Monitor process
effectiveness and
continue to improve
Shift monitoring
ownership from HR to
managers
SD University- create
and share contents to
make it happen
Infrastructure Raising Awareness Monitoring Routines Knowledge Sharing

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Questions?

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Thanks!
Gal.Segal@SanDisk.com