HCM strategists from SmartERP cover latest trends in Employee Onboarding. How can you ensure that new talent you’ve spent time and effort to recruit continue to be enthused about working for your organization? Learn about best practices to help workers succeed in their new roles, drive high levels of employee engagement and reduce time to productivity. Based on the latest industry research, discusses how you can reduce recruiting costs and improve retention of new hires with effective onboarding practices. This session will include a brief demonstration of an add-on onboarding solution for PeopleSoft HCM and case studies from organizations that have successfully implemented these practices.

1. Implementing Employee Onboarding Best
Practices in PeopleSoft HCM
Doris Wong, CEO
Colleen Neymeyer, Dir, HCM Strategy
September 26, 2012

2. Presenters
• Doris Wong, Chief Executive Officer
– Former Group VP and General Manager for Oracle’s
PeopleSoft product line
– 25+ years technical, product development & business
experience in software industry
– 17 years PeopleSoft veteran
• Colleen Neymeyer, Dir, HCM Strategy
– Former HR Manager; over 20 years Human Resources
experience
– 15 years working with HR technology
– PeopleSoft HCM since v3.0

3. Agenda
• About SmartERP
• Onboarding Trends
• Best Practices
• Automated Onboarding
• Q&A

4. About SmartERP:
Human Capital Financials and Campus
Management Supply Chain Solutions
Innovative Solutions & Services for PeopleSoft
Common – Critical – Complementary
Extend Improve ROI Get Faster Leverage Existing
Functionality Results Investment
• Pre-built, packaged, • Architected as add- • Rapid • PeopleSoft data
proven solutions on solutions implementation model and existing
• Highly configurable – • Avoid customizations • Deep PeopleSoft data
tailor to YOUR needs • Low-cost knowledge & • Current PeopleSoft
• Customer driven • Minimal risk experience business rules and
requirements • Unique best processing
• Release independent
• Affordable – no upgrade practices for • End-user PeopleSoft
required implementations & skills
• Integrated with
upgrades • Infrastructure and
existing PS apps • On Premise solution
technology

5. Onboarding Trends

6. Average 1st Year New Hire Attrition
22.7%
PwC Saratoga 2011/2012 US Human Capital Effectiveness Report
Onboarding 2011, The Path to Productivity, Aberdeen Group

7. New Hires New Hires
Often Feel Should Feel

8. News Travels Fast – Bad News Travels
Faster
“Well, here ready to start my 1st day back in the
workforce and my boss is late. Thank God for my
old trusty iPhone to entertain me. “
“Really just an all around great 1st day at my new
gig w/ 3M. I’m excited to see how this all turns
out!”
Twitter Posts – July 2012

9. Turnover is Costly
Recruiting a Replacement $
Compensation Paid to Departing $
Employee
Training (Classroom & On the Job) $
Hiring Manager and Work Team Time $
Lost Productivity $
Total Cost 50% – 150% of
Annual Salary

10. What Drives Turnover?
Poor Onboarding
Problems with Poor Mgr / New
Hiring Process Hire Relationship
Role Not as Inadequate
Expected Candidate Pool
Failure to Connect & Build Relationships

11. Average 1st Year New Hire Attrition
22.7%
1st Year New Hire Attrition
4%*
*With Onboarding Best Practices
PwC Saratoga 2011/2012 US Human Capital Effectiveness Report
Onboarding 2011, The Path to Productivity, Aberdeen Group

12. The Promise of Onboarding
Cut Recruiting Speed Time Improve Improve Data
Costs to Productivity Retention Quality
Reduce Increase Stay Drive
Admin Time Engagement Compliant Performance

13. Onboarding Best
Practices

14. Orientation vs. Onboarding

15. Orientation
Offer
Accepted Month 1 Month 6 Month 12
First Day Month 3 Month 9
• Complete Forms • Policy Review • Limited Training

16. Onboarding
Offer
Accepted Month 1 Month 6 Month 12
First Day Month 3 Month 9
• Complete Forms • Policy Review • Employee Development
• Limited Training
• Cultural Socialization • Ongoing Mentoring • Performance Mgmt

17. Onboarding - Strategic
Offer
Accepted Month 1 Month 6 Month 12
First Day Month 3 Month 9
Orientation - Tactical
Offer
Accepted Month 1 Month 6 Month 12
First Day Month 3 Month 9

18. Key Onboarding Activities
Forms Completion
Mgmt Involvement
Benefits Enrollment
Orientation to Company Info
Employment Elig Verification
Socialization
Provisioning
30-60-90 Day Performance… Aberdeen
Team Building Bersin
Plan a Lunch
Buddy System
Mentor Programs
Other
First Day Assignment
New Hire Clubs
0% 20% 40% 60% 80% 100%
Strategic Onboarding: Insight & Analysis, Bersin & Associates, March 2010, Aberdeen Onboarding 2010/2011

19. Forms Completion
Prior to First Day until complete
Objectives
What How
• New Hire • Online • Better
Data process accuracy &
• Payroll • Electronic completion
• Benefits signatures rate
• I9 • Automated • Improved
notifications compliance
• Company
specific • Audit trail

20. Socialization
Prior to First Day through 1st Year
What How Objectives
• Team Building • Social Networks • Reinforce job
• Networking • Online Learning decision
• Mentors • Development • Develop KSAs
• Buddies Plans for Role
• Scheduled • Informal • Bond with
learning & Activities Peers
development • Learn informal
activities structure
• Social Networks • Understand org
• Sr Mgmt language
Connection • Retention

21. Provisioning
Prior to First Day through 1st Year
What How Objectives
• Configure • Automate as • Increase
computer part of Productivity
• Set up email Onboarding • Drive
• Order security process satisfaction
badge • Integrate to
• Obtain network other systems
access
• Order
Business
Cards

22. Development & Performance
First 6 – 12 months
What How Objectives
• Assess skills • Online skills • Shorter time to
• Establish assessment productivity
development • Complete • Clearly defined
goals performance and expectations
• Define development • Provide timely
performance docs feedback
goals • Enroll in learning
• Identify training • Assign mentors
needs • Establish
• Assess progress development
activities

23. Who to Onboard
New
Hires
M&A Internal
Employees Transfers
Temporary Consultants
Employees
Interns

24. Who Participates in Onboarding?
Human
Manager
Resources
Peer New Hire Peer
Direct
Reports

25. One Size Doesn’t Fit All
Vary Onboarding Process Based On:
•Role or Job
•Generation
•Location
•Culture
•FT/PT/Temp Status
•New Hire vs. Transfer

26. Onboarding KPIs
New Hire Engagement
Time to Productivity
First Year Retention Rates
Completion Rate for Onboarding…
Improved Employer Branding
Visibility of New Hire
% Delinquent in Task Completion
% of Hires Connected to Social…
0% 5% 10% 15% 20% 25% 30% 35% 40%
Best Practices in Onboarding a Multigenerational Workforce, Bersin & Associates, October 2009

27. Assessing Onboarding Effectiveness
New Hire Surveys
• Necessary Tools Available?
• Timely Paycheck?
• Benefits Enroll Process Clear?
• Initial Welcome?
• Management Coaching?
• Help Available When Needed?
Hiring Manager Surveys
• Necessary Information Shared?
• Onboarding Process Thorough?
• New Hire Performance Satisfactory?
Periodic Performance Reviews

28. Impact of Onboarding
Laggard Industry Avg Best in Class
90% 82%
80% 75%
70% 62%
60%
50% 48%
39%
40% 35%
30%
30%
20% 17% 18% 18%
10%
-1% 3%
0%
-10% Meeting Perf Improved Hiring % of Org Goals % of New Hires
Goals Mgr Sat Achieved Highly Engaged
Onboarding 2011, The Path to Productivity, Aberdeen Group

29. What to Look for in
an Automated
Onboarding System

30. Intuitive, User-Friendly Process

31. Integration with ATS - Data

32. Broad Task Management Support
Company Property

33. Broad Task Management Support
Company Property

34. Configurable and Criteria Based

35. Automated Forms Management

36. Online Survey Tools

37. Administrative Support & Analytics

39. For more information on employee onboarding best
practices and automating your process, contact:
Telephone: 925/271-0200
Email: sales@smarterp.com

40. Q&A