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New Employee Onboarding

Transcript: The single biggest problem in communication is the illusion that it has taken place. George Bernard Shaw To provide assured protection to Colorado employers and their greatest asset-their employees Pinnacol Assurance Our Mission Safety Minute In 2015, 70% of Pinnacol Employees Participated $190,000 raised, including Pinnacol's match Over 300 Colorado Charitable Choices Welcome to Pinnacol! Our Values Our Vision Meet Health and Safety's Biggest Fan To be the best worker's compensation company in the nation and the most respected company in Colorado. Excellence Teamwork Integrity Phil joined Pinnacol in 2013 20-year career operating hospitals COO of Mt. Sinai Health Care System President + CEO of Denver's Rose Health Care System CEO of Center for Improving Value in Healthcare (CIVHC) University of Iowa University of Michigan Meet Our Executive Team! VP, Insurance Operations Innovation Accountability Recognition & Appreciation President and CEO Giving Back Wellness Break! Barbara Brannen VP, Human Resources VP, Chief Investment Officer 9Health Fair Adopt-a-Spot Big Brothers, Big Sisters Bonfils Blood Center Boys & Girls Clubs Food Bank of the Rockies Goodwill Denver National Sports Center for the Disabled Volunteers of America Terry Leve Rob Norris Chief Legal & Corporate Response Officer VP, Communications & Public Affairs Celebrating 100 Years of Pinnacol Wellness Center with Locker Rooms On-site Fitness Classes & Meditation Virgin Pulse Platform & Fitness Tracker Shared Bicycles Chair Massages Monthly Salad Bar Incentive opportunities VP, Agency Relations & Safety Services Interim VP, Medical Operations & Healthcare Strategies Meet Our CEO, Phil! Dana Held Phil Kalin Mark Isakson Kathy Kranz VP, Chief Financial Officer VP of Strategic Dev. & Chief Information Officer Key Stakeholders Edie Sonn Jon Scott Employers Employees Agents Legislators Medical Providers 900,000 lives covered. Provides an easy and structured method for employees to give to nonprofits and causes important to them. Pinnacol Foundation Dave Bomberger

New Employee: Onboarding

Transcript: High Plan Low Plan Structure President & CEO Additional Information 401K - Retirement Fund Company Background Nishimoto Wismettac Group below average work quality and / or quantity Laura Garza (562) 229 - 2515 Company Policy Cont.... First branch office in Seattle, WA Product Sourcing & Sales (PSSD) Area Team Management (ATM) Global Procurement Operation (GPO) Institutional Customer (ICD) breena.harrell@wismettacusa.com Dental: CIGNA Written Harassment includes: obscene letters, notes, emails or invitations texting messages/comments on social media Operation Company HR Over 1,000 employees at 19 branches and 4 satellite offices in USA and Canada Logistics Drivers Warehouse Workers absence without notice 1912 Vision: VSP 1921 Our Services 1920 pay statement W-2 PTO request Shirakiku became our registered trademark theft Office Operation excessive tardiness We have been bringing customers and suppliers together in more than 30 countries over several decades and has distributed unique Asian products throughout the world Additional Information www.401k.com Physical Offices Infractions of Rules of Conduct New Hire Orientation ayaka.kaneko@wismettacusa.com Non-Food Items dishonesty After 1 year of continuous service Our Story Direct Deposit HR Takayuki Kanai Benefits Our company takes pride in its wide selection of prestigious Japanese Sake and Shochu items 3 Chairman & COO any kind of derogatory behavior towards management Company Policies As a whole the logo expresses our lasting commitment to creating healthier, richer lives through food. Contact Bereavement Leave eLearning: Compliance & Information Security Background NO call, NO show = voluntary resignation Our goal is to satisfy the evolving needs of our customers by providing unparalleled service and superior products to them. Hello..... Unlawful Daryl Gormley Wismettac Asian Foods. Inc, Our company carries a variety of frozen seafood products, agricultural products, as well as confectionery items. ADP Portal Verbal Harassment Company excessive absenteeism Established local corporation in Los Angeles, CA Contact Payroll Company Employee Handbook Acknowledgment Acct & Finance IT "Passion for Food & Service" Payroll Written Employee Purchases 2015 We have dedicated purchasing divisions located in various countries enabling us to source products directly from domestic and overseas food manufactures at extremely competitive prices, which trasnlates into affordable prices for our customers Medical: CIGNA Bi-weekly Chairman & CEO Save up to $750 150 days from hire date Anna Ly (562) 229 - 3886 benefit@wismettacusa.com Visual Harassment Our Product Line laura.garza@wismettacusa.com International Sales MISSION STATEMENT Sprint Wireless Corporate Discounts Employee Referral Time card on ADP Portal Sales Company HR Coordinator Administration Company Sourcing, Importing, and Distribution Services Benefits 1,500 employees at 43 branches and offices globally Health Insurance Alcoholic Beverages HRIS We sell many food products directly to restaurants, grocery stores, super-markets, and other retailers threats vulgar language towards others derogatory comments slurs sexual harassment name calling (does not apply to Hawaii) 1950 You or the company can terminate the relationship at will, with or without cause, at anytime. Wellness Program Any harassment based on race, ethnicity, sex, religion, age, color, national origin, ancestry, maril status, pregnancy, medical conditions, physical disability, mental disability, sexual orientation, gender identity or veteran status Every other Monday Physical Harassment includes: unwelcome, physical contact unwanted touching, hitting, pushing, kicking, holding, impeding blocking of movement Benefits May of 1912, Nishimoto General store opened in Kobe City in Japan sexual gestures pictures, posters, calendars, derogatory offensive objects displaying weapons graphic verbal commentaries about an individual body Organizational Structure Wismettac Asian Foods, Inc. Structure Traditional vs Roth Plan Our company carries a wide selection of non-food items Company matching contribution Welcome Match half of 6% of your contribution (3%) "AT-WILL" Human Resources General Admin. Legal Name change to Wismettac Asian Foods Yoshiro "Robert" Susaki Wholesale Food Distributorship Services Green Nature " NO RETALIATION against an employee who makes a good faith complaint or participate in good faith of an unlawful harassment investigation." 2 applicants and employees may be subject to screening tests for alcohol and illegal drugs. Employee Relation Specialist Loss of immediate family member Up to 3 paid leave Mother Father & "in-laws" Brother Sister Loss of spouse or child Up to 5 paid leave Marriage Leave 3 days of paid leave Proof of event Basics 3 may result in disciplinary actions up to and include immediate termination of employment. Ayaka Kaneko (562) 977 - 2513 https://workforcenow.adp.com/public/index.htm Metta kind Jury Duty Up to 5 paid days My

New Employee: Onboarding Presentation Template - Business

Transcript: Our Brand Promise Company Clement Ho Background Training Scheduling & Registration 6 APAc Procedures (SOP) 1 Franco Wong Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam. ullamco laboris nisi ut aliquip ex ea commodo consequat. AIA Premier Academy (APAc) Agent Up-Forcing Faculty Wisma AIA Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam. ullamco laboris nisi ut aliquip ex ea commodo consequat. Headquarters Menara AIA 1980 Our Services Our Critical Capabilities 03 - 2618 8822 APAc Premier Academy Lorem ipsum dolor sit amet, consectetur adipiscing elit WELCOME! An interactive App that consists of useful video on selling ideas and skills for Life Planner to practice and share with their leader for constructive feedbacks Milestone 3 Web-based system that manages and automates agency training administration which includes online course/event registration, enquries, New Agents' Training Requirements/CPD/RFP monitoring etc Template Instructions All 3rd year agents and leaders are required to complete a minimum of 30 CPD hours yearly Regional Training Specialist Level 26, Capsquare Tower No 10, Jalan Munshi Abdullah, 50100 Kuala Lumpur Head of Training (HOT) 03 - 2618 8821 2 TCF Framework & Guidelines TCF Anti-Money Laundering TCF Critical Care TCF Medical & Disability TCF Investment Linked TCF Specific Market TCF Traditional Plan (Excluded for Takaful Direct Agents) Our Story my.premieracademy@aia.com Facilities iMo Role Play Lorem ipsum dolor sit amet, consectetur adipiscing elit Change/add icons by selecting "Insert"-"symbols & shapes"-"simple white" Company Policies Milestone 2 Treat Customers Fairly E-Learning Policies Click text and select "Edit text" to change fonts and colors Our Strategic Priorities http://bit.ly/2bj4YS1 AIA Premier Academy (APAc) To create shapes New Life Planner On-boarding E-Learning Select a frame, right click, and select "add to path" to add a frame to the path CPD Requirements Monitor Milestone 5 Design & Development Lorem ipsum dolor sit amet, consectetur adipiscing elit Storage Room Engagement . Discipline . Stay Positive . Synergy 2016 Staff Competency Development Select a frame, right click, and select "add to path" to add a frame to the path Learning Management System MISSION STATEMENT Additional information Yvonne Ng 3 7 Elite Academy Training Roadmap Click on “Insert” at the top of the Prezi interface, then select “Symbols & shapes…" The “Styles” toolbar should appear on the right. Select the shapes option in the lower right column. Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Leadership & Management IPAD LMS ID Web-based system that manages and automates agency training administration which includes online course/event registration, enquries, New Agents' Training Requirements/CPD/RFP monitoring etc E-Learning Modules or AIA Premier Academy (APAc) Aminudin Daud 2000 Lorem ipsum dolor sit amet, consectetur adipiscing elit Functional Competency Development Select a frame, right click, and select "add to path" to add a frame to the path Leadership & Management Computer Supplies Lounge Area Milestone 1 Select a frame, right click, and select "add to path" to add a frame to the path 03 - 2618 8822 Lorem ipsum dolor sit amet, consectetur adipiscing elit Company 5 Welcome REPLACE with company hex colors Additional Information Learning Management System Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam. ullamco laboris nisi ut aliquip ex ea commodo consequat. Structure Additional Information Dawn Seng Training Administration Welcome Onboarding AIA Premier Academy (APAc) Telephone instructions Internal calls – dial extension Outside calls – dial 9 <phone number> - Pin To transfer ... Flash -> extn Pick Up ... # 0 Lorem ipsum dolor sit amet, consectetur adipiscing elit APAc Office/Contacts Policies Milestone 4 Getting Partnership Distribution Training Training Delivery To replace or crop a photo, click the image and select from the option bar. 1916 To add your own color scheme, open the CSS editor by pressing Ctrl+Shift+C. Then replace the hex codes for shape.style1-5 with your desired colors Agents Onboarding 1940 1 4 Additional Information System Supplies AIA Offices @ Kuala Lumpur Operation & Quality Management Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Ut enim ad minim veniam. ullamco laboris nisi ut aliquip ex ea commodo consequat. my.premieracademy@aia.com Our Operating Philosophy & Principles Mobile Learning Watch our tutorial video here: Life Planner Training Roadmap AIA Premier Academy (APAc) Getting Core Values: Clarity . Courage

New Employee: Onboarding Presentation Template - Business

Transcript: Insert Sick Leave Video Non-exempt employees who travel for overnight business reasons will be paid per day for actual hours spent traveling. If employee is required to work away from their normal work location for a day the employee will be paid for all hours spent traveling, Meals included. For more information about Travel, follow the link below Home office employees should establish an appropriate work environment in their home preferably a separate room used for work purposes only For new hires the Home Office Employee Supervisor may visit the employee's home office to assure compliance with school policy Home office employees may be reimbursed for office supplies up to and not exceeding the amount of $100 for every 12 months DOCUMENT CARE AND STORAGE All documents, reports, electronic and paper, created on behalf of GACHS, for GACHS’s students, management, employees, reporting obligations, vendors, etc. are the property of GACHS and may not be placed on personal thumb drives, personal computers, personal PDA devices, or any other personal system. This intellectual property must be maintained on GACHS’s devices with a back-up maintained on GACH’s online “cloud” platform. STUDENT RECORDS AND TRANSCRIPTS GACHS is committed to protecting the confidentiality of all information regarding our students. All employees should ensure confidentiality and privacy in regard to all information about the students we serve. Disclosure of student information to outside individuals or entities can be made only pursuant to federal law and as approved by the Superintendent. The principle of confidentiality must be maintained in all programs, departments, functions, and activities. If a request is made for student records that request must be communicated to the Superintendent for approval prior to the disclosure of student records and transcripts. Protocol and Proper Handling of Confidential documents: GACHS is committed to ensuring all confidential materials and documentation is handled properly. To ensure we are in compliance, all pertinent information left at the copier or printer must be secured at the front desk until items are retrieved. If any employee encounters vital records or documents left at the copier, please take the items to the responsible party or if that person is unknown, please take materials to front desk to be secured. TRANSPORTING STUDENTS Employees are prohibited from driving students anywhere in their cars, unless there is a medical emergency. In those rare instances where an employee feels it is necessary to drive a student, the staff member must get prior approval from his or her supervisor or the Superintendent. Any employee who does obtain prior approval to have a student in his or her car must adhere to the following guidelines:  There must be at least one other adult in the car any time a student is in the car.  The driver is expected to follow all traffic rules, and will refrain from talking on a cell phone (even with a hands-free device) or texting while driving.  The employee must have insurance, license, and vehicle registration up to date and meeting at least the minimum requirements by law. EMPLOYMENT OF RELATIVES The employment of relatives within GACHS is permitted only as long as no family member will have supervisory responsibility that could affect the hiring, assignment, compensation, promotion, evaluation, discipline, training, or termination of another family member. School board members are expected to excuse themselves from any discussions of or decisions concerning any relative who may be an applicant for employment or an employee of GACHS. INCLEMENT WEATHER AND EMERGENCY CONDITIONS All School employees are expected to make a reasonable effort to report to work on inclement weather days unless your personal safety or the safety of your family is at risk. If you are not able to report to work, you must follow the normal “call-in” procedures to report your absence. In the event of severe weather or other emergencies, the Superintendent, or his or her designee, may decide to close GACHS and/or campuses for the remainder of the day or prior to the beginning of a workday. An outgoing message will be recorded on a designated school telephone number, and an e-mail will be sent to notify all employees when GACHS is closed. No loss of pay will occur as a result of early dismissal or School/office closure for this reason. Likewise, if you report to GACHS and find that GACHS is unexpectedly closed due to an emergency, no loss of pay will occur. However, if GACHS is open and you are unable to report to work, you must use your accrued vacation time or a personal day in order to be paid. VISITORS All visitors should be authorized, sign in, and be accompanied by a School employee at all times while visiting. Employees may not bring their children to work with them. SOCIAL MEDIA GACHS recognizes that social networking (such as personal websites, social media platforms, Facebook,

New Employee Onboarding

Transcript: Welcome to the RbA Family! Welcome!! We're happy you're here! Who is RBA Signature Service Expectations Policies Safety Procedures Payroll & Benefits Onboarding Topics... Who is Renewal by Andersen? Who is RbA? WE ARE S Mission Statement: Renewal by Andersen is committed to being the best and most respected replacement window company in the Central Illinois and Quad Cities area. We pride ourselves on providing excellent customer service, value, and quality to all. We are dedicated and accountable to our customers, employees, and community. We strive to best serve all homeowners in the Midwest by continuously refining and enhancing our business practices to be able to confidently meet the needs of our customers. Signature Service Filter: The Renewal by Andersen experience is about more than just windows. We have created an internal filer to ensure we best serve our homeowners. Is the homeowner getting what they…. Want? Need? Expect? To provide a world class experience we must deliver on all three! Our Product & Processes: Our Product! This composite material combines the strength and stability of wood with the low maintenance features of vinyl. Fibrex composite material won’t flake, rust, blister, peel, crack, pit or corrode! It is 2 times stronger than vinyl and resists warping and bowing. Start to Finish Start to Finish... Install Windows! Customer Care.. *To ensure a world-class experience one of our customer care representatives is assigned to every homeowner. Each representative is responsible for relaying information regarding the progress of the project in a timely manner and answering any questions homeowners may have. As well, our representatives ensure we are delivering on our brand promise/signature service filter and provide necessary support needed throughout the entire process 4 Order Windows 2 Homeowner Buys Leads Generated 1 3 Measure Windows 5 Paint/ Stain Windows (if applicable) .....is critical & is involved every step of the way!! 6 Expectations Employment Expectations... We want you to start with RbA & grow with us! Stay Focused & Productive Be on time and at work every day! Have a good attitude & be willing to learn! Professional conduct: We have a ZERO tolerance policy for ANY type of harassment. All employees are expected to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. RbA Appearance... Dress Code and Hygiene Policy An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress appropriately for their individual work responsibilities and positions. Please speak with a supervisor or HR if you have any questions regarding attire. Drug-Free Workplace! Use, possession, solicitation for, or sale of illegal drugs, alcohol, or prescription medication without prescriptions on company or customer premises or while on assignment is prohibited! Company Property... Company property (equipment, vehicles, tools, computers, phones, etc..) is not for private use. These devices are to be used strictly for business and are not permitted off grounds unless authorized. Violation of this policy could result in immediate dismissal. Attendance Policy... YOU MUST REPORT YOUR TARDY/ ABSENCE TO YOUR SUPERVISOR/ HR. * Call/ Text your Supervisor Directly. Be sure you log their cell # in your phone on your first day! When calling in please include the following: Your Name Your supervisors name (if applicable) Nature of absence/tardiness If you do not notify your Supervisor, you will be considered a "No Call No Show”. Employees must fill out a time-off request form within 24 hours of returning to work for any non-scheduled/pre-approved time off (copy in welcome folder). Safety: Incident Reporting Safety/ Procedures Report it! ALL incidents and accidents MUST be reported to your supervisor immediately! Immediately notify your supervisor to file an incident report. If medical treatment is needed, please speak with HR for contact information and direction when applicable. We take near misses just as seriously. If you see a potential safety hazard or incident occur that could pose a safety risk in the future, please follow the same reporting procedures to ensure swift action is taken to protect yourself and your co-workers! Payroll & Benefits: Payroll & Benefits Payroll Distribution: Payroll checks are available Thursday evenings. They CANNOT be deposited/ cashed until Friday. If you are interested in signing up for direct deposit, please fill out the form in your welcome folder and return with the appropriate information promptly. If your check is incorrect notify your Supervisor immediately. Employees are responsible for notifying HR regarding any changes in banking or contact information 72 hours before payroll is processed. Time Clock Expectations: Do not clock in more than 10 minutes

New Employee Onboarding

Transcript: The Major differences in adult learners are in the degree of motivation, the amount of previous experience, the level of engagement in the learning process and how the learning is applied Active and Engaged Learners 1. Have an Agenda 2. Peer Advisers 3. Instructional Methods that engage all types of learners 4. Example 5. Summary Don't make new employees learn the hard way Incorporate sequential learning activities, Balance how the content is presented, Use a variety of assessment techniques and Provide demonstrations/model behavior expected New Employee Check List Reaching All Learners You want new employees to feel welcome and easily assimilate into your corporate culture. -Send out helpful information -Set up their work station - Provide a welcome Gift When onboarding is done correctly, it leads to... Consider the experience from the employees perspective, and then make an effort to make it fun, interesting, exciting, painless and as simple as possible. One easy solution is to post new employee orientation schedules, materials, benefits forms and an extensive FAQ about the company on an intranet that is accessible to new hires from a link in a welcome email before their first day! Higher job satisfaction Organizational Commitment Higher performance levels Career effectiveness Lowered stress 1. Visual Learners- provide handouts, visually stimulating presentations 2. Auditory Learners- Vary volume, pitch emphasis of words spoken, use multimedia 3. Kinesthetic Learners- demonstrations, models New Employee Onboarding Why Do I need an Agenda Set up a Support System Principles of Adult Learning

New Employee Onboarding

Transcript: N E W E M P L O Y E E O N B O A R D I N G Welcome HOUSE RULES House Rules 1. Wear your mask at all times and practice social distancing 2. Mobile Phones – please switch them off or put them on silent. 3 . If you need to take a call please go out of the room. 4 . Be Spontaneous 5. Ask questions – there’s no such thing as dumb questions 6. If you need to go to the toilet please do so – you don’t need permission 7. Make sure you are back on time to start sessions 8. If you need a break – let the facilitator know 9. Respect each other’s comments and suggestions Introduction ‘THINK BACK TO YOUR FIRST DAY AS A NEW EMPLOYEE” Hello! Introduction I am Sharina A. Mazalan Administrative Officer V Learning and Development Officer Team Team Officials HON. ROSITA U. FURIGAY City Mayor MISSION About Lamitan City It is our mission to lead in the implementation of programs and projects geared towards a sustainably developed and progressive Lamitan a realization of an Abante Lamitan. VISION We envision an ABANTE LAMITAN CITY that is the forefront of sustainable growth and development in BARMM, guided by the principles of transparency, accountability, good governance, and divine providence, driven by enlightened leaders and empowered citizenry committed to sustainable growth and development within the context of a balanced ecology. VISION PERFORMANCE PLEDGE PERFORMANCE PLEDGE We, the officials and employees of the City Government of Lamitan pledge to deliver efficient and equitable public service to all our clients. Specifically, we shall; Plan our services with our client’s need in mind, Serve with utmost integrity, accountability and transparency and Continuously improve our services for our client’s satisfaction. Department Org Chart Department Org Chart Welcome Aboard Welcome Aboard! Introduction Introduction Facilitator Payroll Schedule 1st 15th 15th Expenses Expenses 20th 15th 1st Benefits Click to edit text Benefits Click to edit text Click to edit text Perks Perks Team Team Team Your Core Team Department Org Chart Department Org Chart Welcome Aboard Welcome Aboard! Communication Communication Internal Communication Channels Internal Communication Channels Useful Links Useful Links Company Survey Company Survey Team Team Team Your Core Team Department Org Chart Department Org Chart Welcome Aboard Welcome Aboard!

New Employee Onboarding

Transcript: Primary responsibility for Onboarding Process belongs to manager. Establish a Relationship Key concepts are essential for a successful Onboarding Program We are glad you are here! This is a great place to work! First Impressions New employees decide within first 30 days whether they feel welcome in the organization 90% make decision to stay within first 6 months Employees in a carefully designed program were twice as likely to stay more than two years, 69% more likely after three years Welcome Letters -One from CEO, one from Manager. Send a personal, hand-written letter to employee at home address. Convey, "How glad we are that they are joining our organization". This will be something they will always remember and share with friends. Supervisor should FORMALLY meet with employee THIS IS NOT OPTIONAL 1. First and last part of first day 2. End of first week 3. End of first month 4. Ongoing as required Key Concepts New Employee Welcome Program (Onboarding) Success Tools “Research has discovered that the three most important elements of a solid connection between a person and that person’s manager are: "I long, as every human being, to be at home wherever I find myself." -Maya Angelou People join companies, but they leave managers! Make a connection. Provide the name of a buddy contact in the Welcome Letter and encourage the new employee to contact them by email or phone prior to start date. Complete paperwork. Send first week schedule, information about dress code, arrival time, breaks and departure. Create a welcome sign in lobbies. Organize a welcome lunch. Onboarding is not Orientation! Thank you! Trust — “I trust my boss to stand up for me when times are tough.” Flexibility — “My boss gives me goals but he lets me explore different ways to achieve those goals.” Caring — “My boss cares more about my success than about his own.” Action Items Welcome new employee Make it easy to ask for what they need to do their job Help see "big picture" and understand how their role contributes to the Company's success Show off our company Reinforce decision to join Increase satisfaction and retention, improve orientation Each position requires a different agenda for orientation and should be formally developed with HR according to job description Must be viewed from Employee perspective Ongoing process Team effort Planned and structured Focused on integrating employee with Mission, Culture, Values and Practices (drafts due by next meeting) 1. Review / Revise job descriptions 2. Formal training requirements Checklist 3. First day / first week schedule (agenda) for each position in your area 4. Each area introduction presentation, for example an Introduction to Orange Blossom Family Health Dental Program 5. Position description office supplies / tools 6. Pick leaders for Customer Service and Conflict Resolution training, Other? WHY is Onboarding Important? Manager's Role Six Goals In many ways starting a new job is like moving to a different country. You aren’t familiar with the people, the culture, or their customs and you aren’t sure how to navigate the roads. Soon the excitement of being in a new place starts to fade and you begin to feel anxious and alone. You start to ask yourself the question, “Did I make the right decision to come here?” You never get a second chance at a First Impression. Program Areas 1. Welcome letters 2. Before arrival - "Make a connection!" 3. Day of arrival - Scheduled / Flexible Agenda 4. First week - Tours / training 5. First month - Varied Schedule 6. Program Feedback What tools are we giving to employees to make them successful? Company / Mission / Culture Intro Department Introductions Buddy / Mentor System Training Customer Service Conflict resolution Supervisor / Manager Goals / Performance Operational Procedures Scheduled Feedback The Onboarding process must always be viewed from the new employee’s perspective and be thoughtfully designed to meet their needs. Onboarding is an ongoing process that starts with the very first contact and lasts for a year. Onboarding is a team effort and requires the involvement of all team members. Onboarding is a planned and structured process that must be performed consistently. Onboarding is focused on integrating the new employee into the organization and introducing them to the culture, practices, values, and mission of the organization.

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