On-boarding analytics help companies properly integrate new employees by aligning them with business goals and company culture. Effective on-boarding involves introducing, training, mentoring, and coaching new hires on compliance, clarification of their job expectations, understanding the company culture, and building important connections. Companies can measure the success of their on-boarding programs through metrics like yield ratios, orientation costs, new hire surveys, separation rates, time to performance, engagement levels, and program effectiveness. Regularly seeking feedback from new hires and tracking retention rates also helps companies evaluate and improve their on-boarding processes over time.

1. ON-BOARDING ANALYTICS
By Justin
1

2.  Once the candidates are hired, they need to be properly
on boarded to ensure they are aligned with primary
business goals and the overall mission of the company.
 It is an ongoing talent management process that consist
of introducing, training, mentoring, coaching and
integrating a newly hired employee to the mission values
of the company in order to secure new employee loyalty
and productivity.
2

3.  On-boarding analytics help the new hires to enhance
their first impression and create business value from the
on-boarding activities and efforts.
 On-boarding is much more than orientation. It conveys
the organisational brand and values, explains the people
and professional culture, helps the employees as a
quicker ramp-up to productivity.
3

4. 4 C’S OF ON-BOARDING ANALYTICS
 Compliance- Basic level knowledge, rules and
regulations.
 Clarification- making understand their new jobs and
all related expectations.
 Culture- Providing a sense of organisational norms.
 Connection- Vital inter-personal relationships and
info networks that new employees must establish.
4

5. METRICS OF ON-BOARDING ANALYTICS
 Yield Ratio
Yield Ratio of Stage=
Yield ratios shows the efficiency of the hiring
process.
5

6.  Orientation Costs
Knowing the cost of orientation allows the company to
make sure their resources are being used in the best
possible ways.
Avg orientation cost per employee= [(time x Pay x
Number) + Department]/ Number
Time=time spend in orientation
Department= avg HR department cost
6

7.  New Hire Survey
A method for understanding on-boarding effectiveness is to
ask the employees about the process.
If a software is used as a part of on-boarding process,it can be
done automatically. The info collected are evaluated to find out
any areas for improvement in the company.
7

8.  New Hire Separation
Employee separation happens with all staffs at
some time, the HR staff should effectively follow their
organization's employee termination processes.
8

9.  Speed to Performance
Managers should take care with how they get new
employees up to speed.
1. Make the experience personal.
2. Expose them to the company’s culture.
3. Outline expectations.
4. Provide feedback
5. Check-in regularly.
9

10.  New Hire Engagement
On-boarding is all about getting new hires engaged.
Alarming amount of disengagement of employees, not
because of being disloyal but they are searching for jobs
both satisfying and engaging. Satisfied employees keep
the company afloat but engaged employees help an
organisation grow.
10

11.  Programme Effectiveness
An effective on-boarding programme goes beyond the
initial classroom training. Running an extended
programme that integrates classroom learning with
informal, extended on-the-job training takes efforts,
resources and know-how.
11

12. STEPS TO MEASURE THE SUCCESS OF ON-
BOARDING PROCESS
 Step 1: Create a new hire experience that is
consistent and repeatable
On-boarding is mostly an HR function and is a
labour intensive process. It does not span for just
two days but a longer robust process.
12

13.  Step 2: Customise
The process should be consistent but also allow for
flexibility in each department and role. Various
employees skill set varies such a change must be
made in on-boarding process.
13

14.  Step 3: Seek feedback from new hires
Effectiveness to the on-boarding programme can
be known from the new hires themselves, make
improvements accordigly. Many employers make
this an official part of the on-boarding process.
14

15.  Step 4: Measure the Retention Rate
Track the effectiveness of on-boarding process by
means of employees average tenure at a company.
15