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1

Day

We Sell Laptops Inc.

Welcome the individual to the organization, workplace and position.

New Hire Orientation

Day

2

3

Day

3

Days

A Proposal for Change

ORIENTATION

Presented by: Abnet Begna, Julia McKnight, Mayned Horn, Sergio Silva

1

Pre-Orientation Checklist

Executive Management

We plan to start our new hire orientation with the first interview

We share our mission/culture

  • Why?
  • Find the right fit
  • Opportunity to self-select out

After candidates accept verbal offer:

  • Send our pre-orientation materials such as benefit packet, area guide, and tips from current employees.
  • This will help us to reduce the information overload when they start

Our goal is to create a “continuous learning climate”

Core Values

a.

Orientation Follow Up

Product and Service Value

Organizational Culture

Welcome

New hires will receive the support they need early in their employment

  • Assign mentors to new hires

  • HR will check in on manager

  • Managers encouraged to sit down with new hires

2

Pre-Orientation Checklist

Orientation Follow Up

We fastest growing call centre in Moncton with over 75 employees. We sell laptops. We are known for our quality service to our customers.

b.

  • Introduction to mentors

  • Introduction to the department

  • Departmental lunch with new hires

  • Welcome messages on the new hires’ desks

  • Let them know we have not forgotten about them

Vision:

“To provide the best customer service possible."

Find ways to personalize the welcome.

  • Learn their names, find out what their needs are.
  • Are they new to the city?
  • If they are, we need to help them integrate into the community.

Maintain open communication with the new employee.

  • Call employees prior to start date.
  • eg. Dress code, parking space, workhours.
  • Meet and greet before the orientation (end of month potluck).

Ensure the new employees have:

  • A work space, desk, computer, telephone.
  • All appropriate materials and equipment needed to function adequately.
  • Personalized letter welcoming them with their company logo.

Identify manuals, policies, procedures, and any other important materials.

How the new changes will impact our numbers:

The new process will reduce the turnover rates to:

  • 21% for the first 3 months.
  • 10% for the next 6 months.
  • 6 % for one year and over.

That is our goal!

Reasons for Change:

Our Vision

Our Current Reality

  • Need to hire 10 to 15 employes per month for the next six months.
  • Need to keep on providing quality service to our customers.

We surveyed our current employees...

The results? ...Shocking!

ii

The Benefits

  • New hires
  • Overturn:
  • 36% leave within the first 3 months.
  • 22% will leave after 6 months.
  • 15% will leave after 1+ period.

  • Average training cost:
  • 4,490.00 per employee.
  • For 5 weeks training.

  • “The online policy manual was helpful, but I still don’t know where to get the office supplies I need.”

  • “How can I meet more employees?”

  • “How am I doing? I haven’t received any feedback and it has been 4 weeks. I’m afraid to ask.”

  • “This is not the job that I thought it was going to be.”

  • “My family has been asking about my new job at the dinner table but I realize that I don’t know a lot about this company. Who is our CEO?”
  • Improved employee morale

  • Employee socialization

  • Higher organizational commitment

  • Stronger connections between employees

  • Improved communication

Welcome and Introduction

Company's Mission

Company's Business

Strategic Plans

Clients

Services and Products

Company Departments

Motivational Message

Here are the

Facts...

COMPANY

Background

Highlight policies and practices.

Demonstrate that our Company value each and every employee who joins the organization.

i

The Benefits

  • Reduce Turnover
  • New hires are integrated immediately
  • New hires are supported

  • Save Time
  • Productivity will not be delayed
  • Access to information right away

Environmental and Human Being Care

Pursue Growth and Learning

Commitment to Excellence

Passion for our Customer's Success.

Build a Positive Team and Family Spirit

Build positive connections between the employee, co-workers and management team.

Make workplace resources readily available to newly-hired individual.

Consider the social and team-building aspects of employee development.

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