Download Onboarding Program - The Emotional Intelligence Training

Effective Onboarding
for BCHRMA
Kelowna, April 3, 2012
with David Cory, M.A.
"Success in business today is
15% technology and 85%
Emotional Intelligence.”
Tom Peters
Author of
In Search
of Excellence
Who is this guy, David Cory?
Who Are You?
1. Name
2. Role
3. Organization
4. Current Onboarding
Process?
5. ‘Fun Fact’ 1 True,1 Not
6. Other?
Benefits to You
• Create greater awareness of
the importance of effective
onboarding
• Give you ideas
• Develop your skills
• Make your work/life better,
more efficient, more effective
and have more fun!
Agenda
•
Your Thoughts
•
Introduction to Onboarding
•
A ‘Best-Practices’ Approach: The
Research
•
Emotional Intelligence and
Onboarding
•
Onboarding Process Development
Plan
•
Where to go from here?
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Your Thoughts
• Our current onboarding process is…
• The challenges that I face in improving our
onboarding process are…
• My expectations for the day are…
Best Onboarding
Process/Worst Onboarding
Process
Best or Worst
Qualities
Result
Make a Bad Impression
1. No work area.
2. No supervisor.
3. No work.
4. Leave on their own for lunch.
5. Give them a 100 page Employee Handbook.
6. No introductions.
7. Assign to a staff person who has a deadline, in
three days.
8. Assign to your most unhappy, staff member.
9. Assign the employee “busy work.”
10.Start the new employee with a one or two day
new employee orientation during which Human
Resources personnel make presentation after
presentation after presentation after presentation.
What is Onboarding?
“Onboarding of employees is a
strategic, deliberate business
process to enable, facilitate, and
assure that each employee is
successfully immersed into the
company culture, quality, and
operational systems.”
All Aboard: Aberdeen Group
When is Onboarding?
Workplace Performance
Percentage Effort
100%
Top Performers 80%
Discretionary Effort
Minimum Required Effort to Keep Job 30%
0%
Time
“86% of all respondents agree that
new hires make their decision
about whether or not to stay at the
company within the first six
months on the job.”
“Feel comfortable”
“Reinforce decision”
“help build company’s
employment brand”
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Drivers of
Best-In-Class
Onboarding
1.New Employee Retention
2.New Employee Productivity
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Actions to Address Drivers
•
Provide an experience that
reaffirms the new hire’s
employment decision
•
Formalize an onboarding
strategy
•
Ensure that new hires are
integrated into the company
culture
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•
•
Formal new hire training program
•
Formalize a structured orientation
process
•
Gain support and buy-in from senior
management
•
Managers set clear expectations and
goals for new hires
Pre-assign office space, supplies, and
equipment
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•
•
Employee performance management tools
•
•
•
•
Tools to track HR compliance rates
Assessment tools for skills, knowledge,
attributes, and behaviour
Tools that automate forms management
Competency management tools
Tools that automatically trigger email
reminders and notices when status
changes from applicant to employee
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Tools Continued…
•
•
•
Socialization into the company culture
Provide a formal new hire training program
Assignment of a mentor or a coach
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Onboarding Technologies
1. Forms and Task Automation – eliminate
paperwork
2. Onboarding Orchestration – workflow,
integration of data sources, electronic
acknowledgements of policies,
provisioning, stakeholder tools and
dashboards, social networking options,
e.g. chat with mentor
3. Collaborative Options – LMS/PMS – 30,
60, 90
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Common Tech Myths
1. Blue collar workers will not use online
onboarding
2. Takes the “human” out of HR
3. Onboarding software should integrate with
ATS vs. HRIS
4. Onboarding solutions are not a priority
when fewer employees are being hired
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4 Key ROI Points
1. New hire administration and labour
($317.5K)
2. Reduction in turnover costs ($7.5M)
3. Orientation and travel costs ($270K)
4. Compliance related costs ($225K)
Total Hard Dollar ROI based on an employer
hiring 3,000 employees per year
$8,312,500
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4 Tech Steps to Onboarding Success
1. Acclimate new-hires to your corporate
culture, policies, benefits and more
2. Automate process workflow and
management for key stakeholders
3. Integrate all relevant data and systems
4. Ensure compliance policies, laws and
regulations
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The ‘Dream’ Onboarding
Program
•
What would you include in your ‘dream’
onboarding program?
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Best Ideas from Today
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Thank You!
David Cory, M.A., Tel: 604-224-2358
E: [email protected]
W: www.eitrainingcompany.com
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