3. Survey focus
Purpose of move
Key concerns
Support that is required
Typical frustrations
Initiatives that worked
Immediate boss’ support
4. Survey results : purpose of move
Senior Mgmt
Significant growth in responsibility
Locational preference
Significant increase in remuneration
5. Survey results : purpose of move
Middle Mgmt
Dis-satisfaction with current role
Widening industry experience
Increase in remuneration
6. Survey results : purpose of move
Below Mgmt.
Change in nature of role
Significant growth in responsibility
Dissatisfaction with current job
7. Key Concerns on Transition
Adapting to new Organisational Culture
Understanding new industry
Proving / establishing oneself in the new
organisation
Personal Hygiene factor (housing,
children’s education, etc.)
8. Typical Frustrations in Early Days
Non-availability of key people & boss for
clarification
Delay in providing responses to questions
No ready reckoner on Policies &
Procedures
No place to sit, no computer, nothing to
do!!
9. Support that is required in Early Days
Clarity around role, goals
Immediate boss’ commitment and
guidance
Induction to Policies, Procedures,
Infrastructure
Introduction to key people in the
organisation
Relocation assistance (housing, schooling,
gas connection, etc.)
10. Immediate Boss’ Support
Regular and close interaction
Setting up newcomer for success
Guidance and directions
Free and frank sharing of views
Expectation milestones (realistic &
gradual)
Guided exposure to forums
11. Initiatives by New-comers that worked
Social and informal get-togethers with
peers
Structured schedule of one-on-one
meetings
Systematically documenting and raising
questions
Seeking inputs on role and expectations
Off-site to get to know immediate team
12. Negative impact of an ineffective
on-boarding program
Poor integration into the team
Low morale of the new employee
Loss of productivity
Failure to work to their highest potential
Early attrition – loss of reputation/
additional replacement costs
13. Organisational benefits from an
effective on-boarding Program
Reduce turnover and related costs
Engaging & motivating employees
Robust implementation of systems/
processes
Continuous improvement through
feedback
Strengthens reputation of caring
14. On-boarding : Definitions
Induction - Whole process whereby
employees adjust or acclimatise to their
jobs and working environment.
Orientation – refers to a specific course/
training event for new starters
Socialisation – the way in which new
employees build up working relationships
and find roles for themselves within their
new teams.
15. Designing an Induction Program
Classify Must know / expected to know /
nice to know
Recognise diff. learning styles & needs
Create opportunity to meet network of
contacts
Act upon feedback received from earlier
inductees
Build a FAQ library and keep updating it
16. Immediate Boss’ Engagement –
a framework
Extend warm welcome & enquire/ ensure
personal (incl. family) comfort
Hand over appointment letter & check for all
admin arrangements
Discuss job description and purpose/ place in
the overall context
Agree short-term/ induction related personal
objectives
17. Immediate Boss’ Engagement –
a framework (contd.)
Clarify expectations/ appraisal
mechanism / reward linkage
Explain training & development planned
for success in role
Appoint & introduce a mentor/ buddy (first
few weeks)
Arrange for meetings with key contacts
(within & outside the organisation)
18. BASIC Standards of Excellence
BENCHMARK (BASIC+)
Walk around introductions by HR resource
Welcome board / introductory meetings
BRILLIANT (BASIC, BENCHMARK +)
Induction starts from offer acceptance
Workspace with telephone, computer
access ready oncovering all needs employees and
Campus Tour day 1 mail to all
Introductory
network of relations sent prior to day
1
Admin stuff (ID Card, schedule ready
A detailed induction Lunch coupons)
pre-arranged
Immediate boss has full day set aside
to familiarise the newcomer on day 1
Organisation Charts for reference
Annual reports, with immediate team on day 1
Lunch house magazines, policy
manuals providedassigned forof meetings &
Mentor/ Buddy for reference
3 months calendar every new
joinee activities planned / supported
Reference guide to inductee on
support & supporting resources
19. New trends in Employee Induction
On-line induction module to cover certain
aspects
Access to Policies on the portal
Information sharing between offer
acceptance & joining
Information gathering by new employee
using a structured format
Using recent joinees (6 months ago) as
buddies for new joinees.
20. Wow experiences !
Welcome / Induction kit sent on offer
acceptance
Company products hamper sent home
Seeking inputs on key plans being made
for the year ahead
Inviting for key meetings / get-togethers
even prior to joining
Detailed hand-holding for locational
transfers
