ON BOARDING
For some of us, switching jobs from company to company seems to be a regular event. But there was a particular company i left that i drove out of
the parking lot with tears in my eyes. I loved the environment , liked my colleagues and also the pay was not that bad.
I started doing my little research on why my eyes were all watery to leave for one company and others i was excited to pack my things and run.
Here are my findings , based on the topic ONBOARDING.
"Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role. "
CASE STUDIES( Taken from the SMART CEO magazine)
Cindy Jenkins(director of Human Resources AttivaSoft)
ONBOARDING
Before the new hire's first day. AttivaSpft sends them an email with their orientation schedule. The CEO sends a welcome letter to their home. On the first day, new hires view an orientation video and a powerpoint presentation regarding office policies. Their department head or program manager takes them to lunch.
WHY WE DO IT: Everyone understands the cost of of a mis-hire. On boarding for us is a marketing tool to represent the company as the employer of choice. THe investment is upfront, but once the process is documented and communicated, it goes seamlessly. If you dont do it, you spend a lot of time trying to clean up what could have been smoother in the beginning . And we have learned the hard way.
Elizabeth Berker (Chief Operating Officer- THe Weinberg Group)
The Weinberg group's HR follows an orientation checklist that focuses on teaching new hires the mechanics of the office so they can focus on their jobs sooner. The new hire's reporting manager walks the employee aroud the office, introducing them to staff memners. The new hire then mets with the various departments- accounting , IT ,marketing and the CEO. They are assigned a 90 day guide, a peer who can answer their questions. After 90 days the new hire receives their first formal review.
WHY WE DO IT: Before we had this process, we saw that new hires were stressed and frustrated when they could not do simple things. If we spend time with them upfront, they will be more succesfull in the long term because they can focus on the work and how they contribute to the firms success. They are happier and feel they are contributing right out of the gate and we are thrilled because they are hitting the ground running.
Curt Whyte (Head of Human Resources -PA consulting Group)
PA brings new hires in groups on pre established start dates. During their first week the new hires or the joiners meet key executives and are assigned a buddy or a mentor. THey are introduced to PA's training expectations for their first year. The company sends the new hire to its UK headquarters for a weeklong indoctrination where they get a global view of the organization and its history , mission and values.
WHY WE DO it : Research shows a correlation between the quality of the on boarding experience and levels of engagement, motivation and retention. The higher the quality of the experience , the more comfortably the new hire will settle in, the clearer their role will be, the more they will feel included and prepared to adapt to the culture.
the parking lot with tears in my eyes. I loved the environment , liked my colleagues and also the pay was not that bad.
I started doing my little research on why my eyes were all watery to leave for one company and others i was excited to pack my things and run.
Here are my findings , based on the topic ONBOARDING.
"Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. The prerequisite to successful onboarding is getting your organization aligned around the need and the role. "
CASE STUDIES( Taken from the SMART CEO magazine)
Cindy Jenkins(director of Human Resources AttivaSoft)
ONBOARDING
Before the new hire's first day. AttivaSpft sends them an email with their orientation schedule. The CEO sends a welcome letter to their home. On the first day, new hires view an orientation video and a powerpoint presentation regarding office policies. Their department head or program manager takes them to lunch.
WHY WE DO IT: Everyone understands the cost of of a mis-hire. On boarding for us is a marketing tool to represent the company as the employer of choice. THe investment is upfront, but once the process is documented and communicated, it goes seamlessly. If you dont do it, you spend a lot of time trying to clean up what could have been smoother in the beginning . And we have learned the hard way.
Elizabeth Berker (Chief Operating Officer- THe Weinberg Group)
The Weinberg group's HR follows an orientation checklist that focuses on teaching new hires the mechanics of the office so they can focus on their jobs sooner. The new hire's reporting manager walks the employee aroud the office, introducing them to staff memners. The new hire then mets with the various departments- accounting , IT ,marketing and the CEO. They are assigned a 90 day guide, a peer who can answer their questions. After 90 days the new hire receives their first formal review.
WHY WE DO IT: Before we had this process, we saw that new hires were stressed and frustrated when they could not do simple things. If we spend time with them upfront, they will be more succesfull in the long term because they can focus on the work and how they contribute to the firms success. They are happier and feel they are contributing right out of the gate and we are thrilled because they are hitting the ground running.
Curt Whyte (Head of Human Resources -PA consulting Group)
PA brings new hires in groups on pre established start dates. During their first week the new hires or the joiners meet key executives and are assigned a buddy or a mentor. THey are introduced to PA's training expectations for their first year. The company sends the new hire to its UK headquarters for a weeklong indoctrination where they get a global view of the organization and its history , mission and values.
WHY WE DO it : Research shows a correlation between the quality of the on boarding experience and levels of engagement, motivation and retention. The higher the quality of the experience , the more comfortably the new hire will settle in, the clearer their role will be, the more they will feel included and prepared to adapt to the culture.
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