Transcript Document 7197856

Strategic Onboarding
Strengthening Institutional Culture through
Engagement-Focused Employee Onboarding
Speakers
Brett Tearney – Product Manager, PeopleAdmin
Brett has more than ten years experience building talent management systems, including
recruiting, onboarding and performance management applications.
Brett will outline what strategic onboarding looks like and explain the benefits of having an
automated onboarding solution and how it can improve the employee engagement process.
Wendy Middlebrook – Director Of Human Resources, PeopleAdmin
Wendy will discuss the onboarding challenges she has experienced in her decade-plus
history in talent management and how automation can improve upon this crucial piece of
the staffing process.
Moderator
Tommy Siragusa – Marketing Manager, PeopleAdmin
In this webcast, we will cover:
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What is onboarding?
Onboarding vs. orientation
Stages of onboarding
Cost of lacking strategic employee engagement
Manual onboarding - A Personal Account
PeopleAdmin integrated onboarding solution
Benefits of an automated onboarding solution
Q&A
Submitting Questions
1. Use the Q&A Panel to ask questions
2. Type-in your question
3. Select to direct it to “host and panelists”
• Submitted questions will be answered at the
end of the webcast
• If your question does not get answered, we will
reach out to you individually
Onboarding
• The process of meeting new employees’ immediate needs.
• The first and best opportunity to turn new hires into productive,
happy and successful employees.
Industry experts define Onboarding as:
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The process of acquiring, accommodating,
assimilating, and accelerating new team
members…(Simpson 2009).
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Provides a framework…to maximize employee
Recruiting
productivity, engagement, and retention
Onboarding
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Performance
Management
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(Lavigna 2009).
…starts with the first contact of a potential new hire
- building and establishing engagement
earlier in the employment stage and continuing
after the traditional orientation program ends
(Moretti 2004).
…formation of a mutually satisfying relationship
between the company and the new hire (Friedman
2006).
Onboarding vs. Orientation
Onboarding
• Goal: Strategic Engagement
• Spans First Year of
Employment
• Involves Diverse Stakeholders
• Comprehensive Breadth
• Engages Employee
Orientation
• Goal: Complete Transactions
• Lasts Less Than a Week
• Owned by HR
• Addresses Tactical and
Operational needs
• Requires Attendance
Stages of Onboarding
The first day is just the beginning
PreEmployment
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Organizational readiness: IT, Facilities, Security, and Payroll
Expedite transactional activities: paperwork completion and provisioning
Facilitate employee preparations: documentation, video tours, photo directory
Coordinate first-day schedule
First Day
• Cultural introduction: goals, mission, and vision
• Constant employee engagement: create connections
• Set clear expectations
First Week
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Establish transition coach and mentor relationships
Provide regular opportunities to ask questions
Initiate training and development
Ensure resource availability
First 90 Days
• Give room for improvement and error
• Provide regular feedback
• Create Professional Development Plan
First Year
• Acknowledgement of
success
• Smooth transition to
performance management
The Cost of lacking Strategic Process
Recent Research:
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Only 30% of employees engaged
80% of turnover attributed to onboarding
Disengagement seen during first day
Nearly 1/3 job searching within 6 months
More than 30% of new hires exit before 2 years
50% five-year attrition rates common
Turnover costs at least 30%-50% of first year pay
Sources:
Gallup poll
Curry, Lynne. 2010. Getting the right employees: Multi-staged hiring process recommended. Alaska Business Monthly 26, no. 6: 34-35. Business Source Complete, EBSCOhost (accessed August 3, 2010).
Hyland, Lars. 2010. Welcome aboard. Training Journal. May. 37-40. www.trainingjournal.com
Stein, Mark, and Lilith Christiansen. 2010. Successful onboarding: Strategies to unlock hidden value within your organization. New York: McGraw-Hill.
Manual Onboarding – A Personal Account
● Higher operational costs
Where?
And
round
● Inefficient & time consuming
● Susceptible to start-date barriers
● Vulnerable to user errors
And
round
Round
Then
here
● No checks & balances
● No reminders to complete tasks
And
round
And
round
HELP!
Then
Here
Then
Here
And
round
And
round
And
round
Over
Here
And
round
Jane
Round
● No accountability
John
Start
Trash
Over
where?
Over
There
And
round
And
round
No You?
Where?
You?
And
round
Round
And
round
Then
where?
Then
Where?
Integrated Onboarding
Part of the PeopleAdmin Select Suite
Initiate
from
Workflow
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Monitors
Progress
Dependent
Tasks
Processed
Features:
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Determine
New Hire
Process
Add
Additional
Tasks
Task Owners
Take Action
Send
Notifications
Delinquency
Notifications
Sent
Access
Summary
Reports
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Flexible task setup
facilitating tactical and
strategic activities
Tailor individual events to
specific new hire
situations
Electronically deliver and
complete documents
Centrally monitor broad
task distribution network
Handle dependent tasks
Notify of delinquencies
Identify bottlenecks
Ensure process
compliance
Benefits of Automated Onboarding
Cost Savings
• Less manual
tracking &
coordination
• Standardizes
widely
distributed
process
• Reduces
printing &
shipping costs
• Improves
compliance &
consistency
Productivity
Retention
Engagement
• Process visibility
& control
• Comprehensive
preparation
• More effective
communication
• Accelerated
contribution
• Clear alignment
to broader
initiatives
• Bridge from
recruitment to
employment
• Transparent
expectations
• Standardized
process
• Engage mentors
and alumni
• Stronger
colleague bonds
• Better job
satisfaction &
loyalty
• Enhances
employment
brand
• Encourages
lasting
relationships
Q&A
Thank You!
iPod Shuffle Drawing!
Additional Information
Please contact:
Ty Landry
[email protected]
Mark Didlake
[email protected]
Request a live demo! Visit www.peopleadmin.com