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Transcript of Onboarding
-No supervisor or manager around when new employee is hired
-No appropriate tasks assigned or designed for new employee
-No appropriate environment for employee to read training material or watch videos available
-Not introducing new employee to coworkers
-Putting employee to work around stressed individuals
-Overwhelming employee with information, paperwork and/or presentations Can be defined as a long-term process involving:
socialization in the company's culture Overall Familiarity Simple and
Interesting Make it Personal Stay away from
"The hard way" Steps to take when Onboarding -Relationships
-Web Based Systems Instruct employee to where information is provided - Make it exciting and easy going
-Make it welcoming -Introduce employee to environment -Introduce employee to people On-the-Job Training Classroom Instructions E-Learning Uses approach called "Hello Bayer" , where new hires take a virtual tour of the facility through an extranet Phillip Blake, president and CEO says " It's all about feeling comfortable, fitting in and feeling wanted and welcomed. This onboarding gives people the opportunity to see everything that they're coming into" (Steen et al., 227) Plan ahead Nail the Details Individualize the Process Follow Through on Your plan Inform employees about casual rules and events Invite employee to out of work functions Questions? References Steen, S. L. Noe, R. A. Hollenbeck, J. R. Gerhart, B. & Wright, P. M. (2009). Human Resource Management. China: McGraw - Hill Ryerson.
Platz, B. Employee Onboarding: One Chance for a Positive New Employee Experience. About.com. Retrieved March 30, 2013, from http://www.humanresources.about.com/od/orientation/a/onboarding.htm
Bos, P. V. (2010, April 26). How to Build an Onboarding Plan for a New Hire. Inc.com. Retrieved April 2, 2013, from http://www.inc.com/guides/2010/04/building-an-onboarding-plan.html
Heathfield, S. M. Top 10 Ways to Turn Off a New Employee. About.com. Retrieved April 2, 2013, from http://www.humanresources.about.com/od/orientation/a/top_turnoffs.htm
O’Meara, B. (2009, October 19). #75 New Employee Orientation. Bottomsupcomic.com. Retrieved April 6, 2013, from http://www.bottomsupcomic.com/2009/10/new-employee-orientation/
O’Meara, B. (2009, April 10). #4 Dress Code. Bottomsupcomic.com. Retrieved April 6, 2013, from http://www.bottomsupcomic.com/2009/04/dress-code/
Aberdeen Group. (2006). Technology Drivers Help Improve the New Hire Experience (Onboarding Benchmark Report). Retrieved from http://www.hreonline.com/pdfs/10022007Extra_AberdeenReport.pdf According to Brian Platz (Executive VP and General Manager of a web-based talent management solutions provider ) According to Human Resources expert Susan Heathfield. Peter Vande Bos' article emphasizes these four key steps for onboarding success New employee orientation and
mainstreaming process According to Aberdeen Group's research 90% of companies believe their employees make their decision to stay at the company within the first 6 months Leads to onboarding impacting retention rates and time to productivity Emphasizing the importance of the extended orientation and training process However... Manuals
Mentoring Lecture format
To a group of people Individualized
Personal Goal of onboarding Define process and create road map
Integration in the overall hiring management process
Extend to the first 6 months or to a year and from then on just use feedback methods and adjust accordingly
Introduce automated system to make processes easier and more effective
Create a roadmap to establish a long-term strategic plan for the onboarding process To ensure successful assimilation into the organization’s culture, shorten the time to productivity, minimize turnover and maximize impact — with the goal of achieving long-term success. Recommendations: