Employee Onboarding
Module One: Getting Started Employee onboarding is essential to retaining top talent. An onboarding program does more than help orient new employees. Implementing an employee onboarding program will shape the company culture while developing a highly qualified pool of talent.
The beginning is the most important part of work. Plato
Workshop Objectives
Define onboarding
Purpose of onboarding
Engage and follow up with employees
Module Two: Purpose of Onboarding
The purpose of onboarding is to help new hires transition into the roles at the company. When implemented correctly, onboarding will alleviate stress as it improves the culture of an organization.
The employer generally gets the employees he deserves. Walter Gilbey
Start-up Cost Salary
Benefits
Miscellaneous
Anxiety • People naturally experience anxiety • New job will automatically create stress. • Excessive stress will impede performance
Employee Turnover
Exit costs Absence costs Recruitment Onboarding costs
Realistic Expectations Company expectations Policies and procedures Housekeeping Job description
Case Study A small publishing firm had high turnover of 75 percent Most employees left within a year, and very few people lasted five years
There was no orientation or onboarding process
Implementing a simple onboarding strategy reduced turnover by 55 percent within a year
Module Two: Review Questions 1. What is not a benefit? a) b) c) d)
Insurance Vacation pay Legal benefits Training
3. Employees need to be oriented in their jobs and ______. a) b) c) d)
Surroundings Location Requirements Area
2. What is not a miscellaneous cost?
4. What is the effect of stress on performance?
e) f) g) h)
e) f) g) h)
Training Equipment Retirement Rent
It increases productivity It impedes performance There is no effect It increases goals
Module Two: Review Questions 5. What is an exit cost? a) b) c) d)
Productivity Contacts Advertising Screening
7. Expectations that are unexplained or _____ hinder performance. a) b) c) d)
Unrealistic Measurable Attainable Timely
6. What is a recruitment cost?
8. What is not part of a job description?
e) f) g) h)
e) f) g) h)
Disruption Productivity Advertising Overtime
Training Evaluation Expectation Vision
Module Two: Review Questions 9. What was the initial turnover? a) b) c) d)
55 percent 20 percent 75 percent 25 percent
10. What was the turnover after the onboarding? e) f) g) h)
55 percent 20 percent 75 percent 25 percent
Module Two: Review Questions 1. What is not a benefit? a) b) c) d)
Insurance Vacation pay Legal benefits Training
3. Employees need to be oriented in their jobs and ______. a) b) c) d)
Surroundings Location Requirements Area
2. What is not a miscellaneous cost?
4. What is the effect of stress on performance?
e) f) g) h)
e) f) g) h)
Training Equipment Retirement Rent
It increases productivity It impedes performance There is no effect It increases goals
Module Two: Review Questions 5. What is an exit cost? a) b) c) d)
Productivity Contacts Advertising Screening
7. Expectations that are unexplained or _____ hinder performance. a) b) c) d)
Unrealistic Measurable Attainable Timely
6. What is a recruitment cost?
8. What is not part of a job description?
e) f) g) h)
e) f) g) h)
Disruption Productivity Advertising Overtime
Training Evaluation Expectation Vision
Module Two: Review Questions 9. What was the initial turnover? a) b) c) d)
55 percent 20 percent 75 percent 25 percent
10. What was the turnover after the onboarding? e) f) g) h)
55 percent 20 percent 75 percent 25 percent
Module Three: Introduction
There are a number of reasons to implement an onboarding program. Before this can be done, however, you need to understand exactly what onboarding involves and its importance to the success of the company.
Encourage your people to be committed to a project rather than just be involved in it. Richard Pratt
What Is Onboarding? Systematic method
Hire the best employees
Company standards
Speed up the training process
Cultural assimilation
The Importance of Onboarding Generally 20 weeks to break even Onboarding shortens this time Functional and social levels
Making Employees Feel Welcome Contact the employee after he or she is hired Send information early Choose a mentor Prepare for the first day Have the new hire meet people the first day Schedule lunch
First Day Checklist Great and introduce the employee Tour the office and take a lunch Set schedules and expectations Explain employee resources Conduct orientation session
Case Study A manufacturing company was experiencing a time of growth Employees were given a traditional orientation
Without specific instructions, expensive miscommunications developed With better communication and training, productivity increased 10 percent and employee satisfaction
Module Three: Review Questions 1. Employees align with _________. a) b) c) d)
Vision of the company Company tools Training Company culture
3. How long does it take employees to “break even�? a) b) c) d)
10 weeks 20 weeks 10 days 20 days
2. What will onboarding accelerate?
4. What is an example of a social level?
e) f) g) h)
e) f) g) h)
Hiring Company standards Training Accommodation
Policies Training Expectations Mentoring
Module Three: Review Questions 5. Welcome employees to help them acclimate to their environment and_________. a) b) c) d)
Stay prepared Break even Be productive Alleviate anxiety
7. The first day checklist should be tailored to each company and ________. a) b) c) d)
Industry Employee Employer Meeting
6. When should new hires meet their mentors?
8. What is not part of a typical first day checklist?
e) f) g) h)
e) f) g) h)
First week Second day First day Second week
Greet the employee. Send information early. Discuss expectations. Plan the first week’s training.
Module Three: Review Questions 9. What caused the company change? a) b) c) d)
Turnover Production Growth New policies
10. How much did productivity improve? e) f) g) h)
5 percent 8 percent 18percent 10 percent
Module Three: Review Questions 1. Employees align with _________. a) b) c) d)
Vision of the company Company tools Training Company culture
3. How long does it take employees to “break even�? a) b) c) d)
10 weeks 20 weeks 10 days 20 days
2. What will onboarding accelerate?
4. What is an example of a social level?
e) f) g) h)
e) f) g) h)
Hiring Company standards Training Accommodation
Policies Training Expectations Mentoring
Module Three: Review Questions 5. Welcome employees to help them acclimate to their environment and_________. a) b) c) d)
Stay prepared Break even Be productive Alleviate anxiety
7. The first day checklist should be tailored to each company and ________. a) b) c) d)
Industry Employee Employer Meeting
6. When should new hires meet their mentors?
8. What is not part of a typical first day checklist?
e) f) g) h)
e) f) g) h)
First week Second day First day Second week
Greet the employee Send information early Discuss expectations Plan the first week’s training
Module Three: Review Questions 9. What caused the company change? a) b) c) d)
Turnover Production Growth New policies
10. How much did productivity improve? e) f) g) h)
5 percent 8 percent 18percent 10 percent