Implementing Onboarding Best Practices in Your PeopleSoft HCM

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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.

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Implementing Onboarding Best Practices in Your PeopleSoft HCM

  1. 1. Implementing Employee Onboarding BestPractices in PeopleSoft HCMDoris Wong, CEOColleen Neymeyer, Dir, HCM StrategySeptember 26, 2012
  2. 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. 3. Agenda• About SmartERP• Onboarding Trends• Best Practices• Automated Onboarding• Q&A
  4. 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. 5. Onboarding Trends
  6. 6. Average 1st Year New Hire Attrition 22.7%PwC Saratoga 2011/2012 US Human Capital Effectiveness ReportOnboarding 2011, The Path to Productivity, Aberdeen Group
  7. 7. New Hires New HiresOften Feel Should Feel
  8. 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. 9. Turnover is CostlyRecruiting a Replacement $Compensation Paid to Departing $EmployeeTraining (Classroom & On the Job) $Hiring Manager and Work Team Time $Lost Productivity $Total Cost 50% – 150% of Annual Salary
  10. 10. What Drives Turnover? Poor OnboardingProblems with Poor Mgr / NewHiring Process Hire Relationship Role Not as Inadequate Expected Candidate Pool Failure to Connect & Build Relationships
  11. 11. Average 1st Year New Hire Attrition 22.7% 1st Year New Hire Attrition 4%* *With Onboarding Best PracticesPwC Saratoga 2011/2012 US Human Capital Effectiveness ReportOnboarding 2011, The Path to Productivity, Aberdeen Group
  12. 12. The Promise of OnboardingCut Recruiting Speed Time Improve Improve Data Costs to Productivity Retention Quality Reduce Increase Stay Drive Admin Time Engagement Compliant Performance
  13. 13. Onboarding Best Practices
  14. 14. Orientation vs. Onboarding
  15. 15. Orientation Offer Accepted Month 1 Month 6 Month 12 First Day Month 3 Month 9• Complete Forms • Policy Review • Limited Training
  16. 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. 17. Onboarding - Strategic OfferAccepted Month 1 Month 6 Month 12 First Day Month 3 Month 9Orientation - Tactical OfferAccepted Month 1 Month 6 Month 12 First Day Month 3 Month 9
  18. 18. Key Onboarding Activities Forms Completion Mgmt Involvement Benefits EnrollmentOrientation to Company InfoEmployment 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. 19. Forms CompletionPrior 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. 20. SocializationPrior 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. 21. ProvisioningPrior 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. 22. Development & PerformanceFirst 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. 23. Who to Onboard New Hires M&A InternalEmployees Transfers Temporary Consultants Employees Interns
  24. 24. Who Participates in Onboarding? Human Manager Resources Peer New Hire Peer Direct Reports
  25. 25. One Size Doesn’t Fit AllVary Onboarding Process Based On:•Role or Job•Generation•Location•Culture•FT/PT/Temp Status•New Hire vs. Transfer
  26. 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. 27. Assessing Onboarding EffectivenessNew 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. 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 EngagedOnboarding 2011, The Path to Productivity, Aberdeen Group
  29. 29. What to Look for in an AutomatedOnboarding System
  30. 30. Intuitive, User-Friendly Process
  31. 31. Integration with ATS - Data
  32. 32. Broad Task Management Support Company Property
  33. 33. Broad Task Management Support Company Property
  34. 34. Configurable and Criteria Based
  35. 35. Automated Forms Management
  36. 36. Online Survey Tools
  37. 37. Administrative Support & Analytics
  38. 38. For more information on employee onboarding best practices and automating your process, contact: Telephone: 925/271-0200 Email: sales@smarterp.com
  39. 39. Q&A

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