guide to onboarding new employees
Post on 16-Apr-2017
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GuidetoSuccessfullyOnboardingNewEmployees
1©2016ITAPInterna0onal,Inc.AllRightsReserved.
CatherineMercerBingManagingDirector,ITAPAmericas,Inc.
CanWe….?
• Encouragecandidatestoseekusoutasacompanytheywanttoworkfor?
• Bewelcomingtothemevenbeforetheyareformalcandidates?
• Getnewhiresstartedoffwellbymakingthemfeelwelcomeandpartoftheorganiza0on?
• ShortentheBmetointegraBonbyfocusingonthenewhireandtheirneeds?
2©2016ITAPInterna0onal,Inc.AllRightsReserved.
Philosophy
• Onboardingstartswiththecompany’sbrandrecogni0on,reputa0onandimage
• Onboardinglastsforatleast6months(oPenupto1year)
• Thepurposeofspending0metoeffec0velyonboardnewemployeesistoreduceturnoverandmaximizeproduc0vity
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WhatHelpsAFractCandidates?
• BrandrecogniBon.Weneedtomakewhatwedointeres0ngtooutsiders.Thismeans:– Everyoneinthecompanyshouldbeabletodescribesuccinctlywhatthecompanydoestoanyonewhoasks
– AllpublicmaterialsneedtobeaWrac0veandinteres0ng
– Weneedtotalkaboutourworkinposi0veterms
– Ouradsneedtobepostedonrelevantsocialmediasitesandposi0ontheworkasimportantaswellasinteres0ng
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• Wecarefullyplanhowwecommunicatewithcandidateswellbeforetheymeetus
• Wemakecandidatesfeelwelcomedwhenthecometoourloca0ons
• Wecarefullyconsiderhowwecommunicatetheofferandwhathappensthefirstday
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ToAFractCandidates...
Onboarding:WhatCountsBeforeDay1
• Reputa0onofthecompany• Contentandapproachofpre-screening• Invita0ontointerview/scheduling/loca0onorvenue• Interac0onbetweenthecandidateandtheinterviewers• Marke0ngmaterialsgiventothecandidates• Follow-uptotheinterview(+and-)• OfferleWer(HR)• AcceptancewelcomeleWerfromhiringmanagerwith:
– pre-reading(op0onal)– 0mesandloca0onsforday1– expecta0onsforday1(dresscode,etc.)
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AdministraBonandPreparaBon:Managerpre-Day1
• Allocatespace(officeorcube)• Arrangeforallfurnitureandequipmenttobedeliveredto“space”andfunc0onalareainadvance
• Orderbusinesscards(withthenewtelephonenumberofthenewlyhired)
• Setupawelcomesignsowhentheyarrivethereisevidencethattheyareexpectedandwelcome
• No0fysecurityandarrangeforatleastatemporarysecuritybadge/someonetogreetthem
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Security,HR,Manager,Others–Day1• HRandSecurityOrienta0on(formstobecompleted)• Mee0ngwiththemanagerfor30minutes
– Includeinforma0onaboutthebusinessfunc0on– Providereadingmaterialsoncompanyandfunc0on(e.g.annualreport,
strategypresenta0ons,orgcharts,etc.).• TourofthefuncBonprovidedbysomeoneatthenewhire’sjoblevelor
above• IntroducBontoallmembersofthatfuncBon’sstaff• Provideatelephonelistforfunc0onandloca0ons.• Provideamapofthefacilityandsurroundingvenues(laundry,placesto
eat,banks,etc.)• Severalstaffmemberstakenewhiretolunch• Providesomeequipment/procedurestraining(howtosetupthe
telephonemessagesystems,standardsofthedepartment–suchasmemotemplates,howtono0fysecurityifyouhaveavisitor,etc.)
• Providelistof“whodoIaskabout…”withloca0onsandnumbers
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ManagerandVariousOthers:Week1
• EachdaysomeoneshouldbeassignedtohavelunchwiththenewemployeeanddiscusshisorherownresponsibiliBesandhowitmightrelatetothenewemployee’swork.
• ManagerneedstospendaddiBonalhouraPerday1reviewingwithnewhires:– departmentalexpectaBons– keyinternalclients– generalexpectaBonsofmanagementandspecificexpectaBonsfromthenewhires(reviewnewhires’jobdescrip0onifitexists)
• Assignoraskforavolunteerpeermentorfromanotherdepartmenttobethenewhire’s“goto”personforques0onsaboutthecompany,itspeople,businessunits,unwriWenrules,etc.
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Manager,HR&VariousOthers:Month1
• Earlyinmonth1,managerdefinesgoalsanddevelopmentexpectaBonsforfirstthreemonths.
• SchedulenewhireforcompanyorientaBonprogramduringthis0me.• Scheduleemployeefor1otherdevelopmentopportunity(couldbe
lunchwithaseniormanagerorfunc0onleader).• Peermentorcallsnewhireonceperweekfor15minute(minimum)
conversa0onaboutwhatthenewhireisdoing,whattheyhavelearnedandwhatques0onstheyneedanswered.
• Managermeetswithnewhireonceperweekduringthefirstmonthfor30minutesminimumandhasaconversa0onaboutwhatthenewhireisdoing,whattheyhavelearnedandwhatques0onstheyneedanswered.– Managercoverschangesinpriori0esanddirec0ons,newinforma0onsince
Day1.– Getstoknowmoreaboutthenewhirepersonally(hobbies,travelexperience,
etc.).
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ManagerandVariousOthers:First3months
• NewHiremeetswithmanageronceperweekinmonth1andoncepermonthinmonths2and3.
• Peermentordropsbacktomonthlycontact.• Departmentmembersperiodicallyinvitethenewhiretojointhematlunchandotherac0vi0es(includingplayfulac0vi0es)thatthecompanymightsponsor.
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ManagerandMentor:Second3months
• NewHiremeetswithmanageroncepermonth.
• Newhireassignedaspeermentortoanothernewhire.
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• NewHiremeetswithmanagertoreviewofachievementsagainstexpecta0onstodate
• Newhireaskedtodefinegoalsfornext6monthsandpresentordiscussthemwithmanager
• Developmentplanestablishedfornext6months
ManagerandNewHire-A^er6months
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Summary
• Thecostofbringingsomeonenewintoanorganiza0onhasbothdirectandindirectcosts.– Recruitmentcosts– Lossofproduc0vity
• Togetthebestreturnonthisinvestment,weneedtohirecandidateswhocancansucceedandstay.
14©2016ITAPInterna0onal,Inc.AllRightsReserved.
ForMoreInformaBonAbout…
• Assimila0ngNewLeaders• ITAP’sAlliance(GlobalConsul0ngGroup)Capability• ITAP’sInstruments
– CultureintheWorkplaceQues0onnaire™(CWQ)– TeamQues0onnairesmeasuringHumanProcessInterac0ons
• GlobalTeamProcessQues0onnaire™(GTPQ)• Organiza0onalTeamProcessQues0onnaire™(OTPQ)• Ac0onLearningTeamProcessQues0onnaire™(ALTPQ)
• Other– CharacteroramaAc0vi0esà– Learn1ThingPortal– TalentPoten0alAnalysis– CybeHRApp
Contact ITAP at 1.215.860.5640
©2016ITAPInterna0onal,Inc.AllRightsReserved.
16
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© 2013 ITAP International, Inc. All Rights Reserved.
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• TheCultureintheWorkplaceQues0onnaire™(CWQ)
ForIndividualsandTeams:
• GlobalTeamProcessQues0onnaire™(GTPQ)• Organiza0onalTeamProcessQues0onnaire™(OTPQ)• Ac0onLearningTeamProcessQues0onnaire™(ALTPQ)
ForTeams:
• E-StrategyMapper• TPQSeriesofTools• CybeHRtools
ForOrganizaBons:
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ITAPToolsList…
ImproveYourTeam’sPerformance
• Ordering a team assessment: q Call ITAP to set up questions: 1.215.860.5640 q Each team member will receive a link to the Team
Process Questionnaire™ (TPQ) q The TPQ takes 20 minutes to complete q The cost is $500 / team
Inquire about licensing the TPQ and becoming
certified in using this or other ITAP tools.
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Toordercopiesofmybook…
©2016ITAPInterna0onal,Inc.AllRightsReserved.
Learn more about team success in Many Cultures, One Team by Catherine Mercer Bing (2015) Enter promo code OneTeam to receive 20% off from Technics Publications website, http://www.TechnicsPub.com
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