Learn how successful onboarding can result in high retention. #hr #onboarding #orientationprograms #retentionstrategies #retentionmanagement #talentmanagement #talentrecognition

1. ONBOARDING

2. What is On-boarding?
The concept of onboarding is one used in the context of business
and human resources that refers to the process of orienting
new employees in a manner that aids in overall retention. It
goes beyond what we’ve come to know as orientation. This
process focuses on helping employees to become acclimated
to their new workplace in a timely fashion and bringing them
“on board” with regard to company culture, understanding of
job function and overall comfort level.

3. On-boarding Process and Plan

5. 1. Pre-boarding – Preparing for the new
employee’s arrival
 Once offer letter is accepted by employee, inform and confirm with employee the
start date, arrival time, lunch plan (if any).
 Inform employee if he/she need to bring any documents , passport size photographs ,
passport copy, copy of emirates id or visit visa details and status on first day
necessary for visa or work permit application. Also send other details list (Emergency
Contact Details, Present Country and Home Country address, Contact Details local
and Family) to be filled and received in advance.
 Work Station, Email Set up, stationary tools, ID badge, Business cards, Phone
extension and office supplies are all set up beforehand
 Prior to the employee arrival, have a formal conversation or email announcement
regarding the employee arrival, role, overall experience and how existing employees
can contribute to make the new one feel welcomed and accepted in the organization
 Make the employment contract ready along with information filled in MOL portal
 Schedule prior appointment with leaders in advance if necessary.

6. 2. On-boarding –
Employee’s arrival in office
 Show the new employee his/her workstation and access to software, Intranet,
electronic files
 Brief them about company culture, work procedure and polices, work timings,
Company Manual or Handbook – a overall portfolio by arranging a onscreen
presentation. Also if any time they want to have or access to those documents then
show them the file location.
 Walk them through the labor contract and take signatures wherever required and
also take the necessary documents from them required for further visa process.

7. 3. Tour of the workplace
 Make new hire familiar with the new employees around along with their names
and designation.
 Better to plan a Team lunch so that the new hire can get acquainted with the
existing staff in a relaxed environment.
 While touring the office, show them the cafeteria area, lunch room, prayer room,
rest room and other facilities if you have in your organization.
 Rope in a veteran or buddy who can provide support and information as and when
required by the new hire.
4. Training and Mentoring
 Though Job Description has already been discussed during the overall
interview process the on boarding process offers an ideal time to go into
detail about assignments and expectations. Also discuss the evaluation
process and scheduling of the performance review.

8.  Schedule training, webinar, conference or on the job training for the new hire to
develop necessary skills and competencies. Establishing employee training as a priority
for the business can not only help you secure the candidate, but retain them too.
 Assigning a veteran or buddy as mentor during the training process will offer
invaluable advice and guidance to new employees, they can also act as a sounding
board for ideas and concerns.
5. Follow Up
 Have check – in with the new hire after a periodic interval of 2 weeks and keep on
doing for couple of months. Understand, evaluate and if necessary reorganize if any
part of the process required to solve or address the new hire concerns and receive
feedback on their progress accordingly.
 Keep the employee motivated and engaged by celebrating success. It could be as
simple as noting the new employee’s achievements in a team meeting.

9. Increases Retention - New hires feel Valued which increases retention by 82% and
increased productivity by 70%.
 Reduces Ramp Up - Effective onboarding reduces the time it takes a new employee to
effectively contribute to the organization. Additional benefits of a shortened ramp-up
time include, a reduced time to reach optimized productivity, achieve better
performance and build workplace relationships
Employee Engagement – Employees feels motivated and are engaged in work place
resulting in “discretionary effort”

10. THANK YOU