2. Rentention in current workplace
Onboarding Model according to Gallup 12M
Onboarding Process in 5 organizations
Four Phases of OD in Gallup Context
Pre-onboarding
Corporate onboarding
Dept onboarding
Post onboarding
Summary
3. Gallup & Employee Engagement
Based on 30 years of in-depth research
Involved more than 17 million employees
10. Training Organization satisfaction rate
90.00
85.06 83.53
85.00 82.65 82.09 82.33 81.12
80.00
75.00
70.00
65.00
%
%
60.00
55.00
50.00
45.00
40.00
Orientation and Adequate Equipment and Teaching Trainers' Multimedia
induction effectiveness of facilities in materials and behaviour and training adequate
program training training room aids attitude and effective
opportunities
About 80% of respondents are satisfied with Training offered in Carsem
16. Pre-boarding
3. Do you get the opportunity to do what you do best
every day?
Do you hire the right people, using their strength at work?
17. Corporate On Boarding
1. Do you know what is expected of you at work?
Expectation of employees, culture, values, conduct, internet usgae
8. Do you feel that your job is important?
Company vision, mission, inspiration, success stories, awards,
contribution
10. I have a best friend at work
6. Are you encouraged to work on your (self-)development?
Training Department explains training oppportunities
18. Department On Boarding
1. Do you know what is expected of you at work?
3. Do you get the opportunity to do what you do best every day?
5. Do your colleagues seem to care about you as a person?
6. Are you encouraged to work on your (self-)development?
8. Do you feel that your job is important?
10. Do you (or would you like to) consider some colleagues as friends?
12. Are you given the opportunity (time/resources) to learn and grow?
19. Post On-Boarding
4. Did someone recently give you recognition or praise for doing good
work?
2. Do you have the materials and equipment you need to do your work
right?
3. Do you get the opportunity to do what you do best every day?
7. Do people make your opinion count?
9. Are your colleagues committed to doing quality work?
11. Does someone care about the progress of your work?
20. Additional Tips
1. Do You Make Your New Hires Feel Welcome?
2. Do You Inspire Pride?
3. Do You Help New Hires See the Big Picture?
4. Do You Show How Employees Matter?
5. Do You Collect and Share Stories?
6. Do You Make Your Orientation Program Interesting and Interactive?
7. Are You Designing It From the New Employee’s Perspective?
8. Are You Holding Your Orientation Program When It’s Most
Understandable and Beneficial?
9. Have You Broken Your Orientation Program Down Into Digestible,
Bite Sized Chunks?
10. Are You Offloading As Much Information As Possible To Your
Intranet?
11. Do You Have a “Mentoring Program?
12. Are You Making It Easy For New Employees to Tell You How They’re
Doing?
13. Do You Help Your Supervisors and Managers Do Their Part Well?
40. Pay Attention
• Walk around
• Show care
• Notice right and significant things – Coupon
• Listen with your senses
• 5 days in a year
• Personal life
• Be a friend
41. Personal Recognition
• Know what they like, their needs and interests
• Personalize: Special, meaningful, and
memorable
42. Tell the Story
• must tell the story on how the
person was able to perform exemplarily
• Breakfast (aida) and Shamlee (room)
50. Get to Know Your Colleagues
Name Birthplace Hobbies Food Drink HP
Laurence Sabah Traveling, Spaghetti Chamomile 0162080096
Yap Reading Tea
• 15 minutes - Your Partner First
51. 6. Is there someone at work
who encourages my development?
53. 50% of the your time should be
directed to coaching
Daily Coaching Approximate
Activity Hours Per Week
1-on-1’s 14.5
Updating Metrics 3.25
Team Learning 1.00
Daily Stand-Up’s 1.25
50% Total 20 Hours
Remainder of time should be
dedicated to walking the floor,
meeting with managers, and
completing other supervisor
tasks/projects
54
61. People
We care about people and the role of work in
their lives.
– We respect all of our people as individuals,
enabling and trusting them to meet the needs of
colleagues, customers and the community.
– We are committed to delivering professional
service according to our high quality and ethical
standards.
62. People
We care about people and the role of work in
their lives.
– We recognize everyone’s contribution
to our success.
– We help people develop their careers through
planning, work experience,
coaching and training.
