A Model for integrating & Engaging New

Employee

Neelima Sharma

Employee Onboarding & Orientation

Orientation is the process by which new employees are familiarised with the organisation and their jobs. During the orientation process they become familiar with the organisation, its business; principal functions, and its structure

Orientation gives new employees their first taste of the culture of the organisation, as they meet the key personnel, their leaders, and their fellow workers for the first time. The first impression is the key for a lasting relationship of an employee with the organisation

New Employee – Orientation & onboarding

Create a positive onboarding experience

Employee Life Cycle

Forecast & find Talent

Onboard Manage Talent

Transition

NEW EMPLOYEE

ORIENTATION AND ON BOARDING PROCESS

text

Logo New Employee Orientation

Process St

ep I

Preparation (for Joining formalities

& Induction schedule)

Orientation (Implementation )

Integration (with all processes

;product & org.)

Engagement (Building

relationship, setting

expectations; org. culture)

Followup (Monitoring

;measuring the effectiveness)

PRINCIPLES Align to mission and vision Connect to culture ,

strategies , goals and priorities

Integrate across process owners

Apply to all new employee

ROLES

+PROCESS OWNERS + PROCESS CHAMPIONS +EMPLOYEE PROCESS PHASE AND KEY ACTIVITIES

Before First Day First Day/ Orientation

First week First Six months

a. Prepare Joining Kit

b. Prepare the Meeting Calendar for the New Joiner in advance

c. Mail to Key Stakeholders (i.e. Admin, IT, Front Office)

Circulate welcome mail of new employee

Focus on sharing the mission ; goals; objectives; an organisational chart, geographies covered, products or services

HR takes through the Orientation Presentation on the Day of Joining.

Introduction to other staff and team leader, supervisor or manager

Introduction to work area

a. Ensuring orientation with all departments / functions complete within first week of joining

b. Set performance expectation and job scope through assisting KRA’s through team lead

a. Provide essential training

b. Monitor performance and provide feedback

c. Create employee development plan

Outcome High employee job satisfaction level

Retention of high performing employee

Continued employee engagement and commitment

Faster time to productivity. identify non performer and take immediate action

Orientation & onboarding Model

PROCESS OWNERS Human Resources (HR) Information technology (IT) Administration & Accounts

PROCESS CHAMPIONS Reporting Manager / Department head Director – Product (senior leadership) Human Resources

Employee

Process owner must take responsibility and accountability for executing the

administrative aspect of on boarding and orientation while coordinating with others

Process champions are preliminary responsible for motivating new employee; assigning

KRA/ KPI ; monitor performance; provide timely feedbacks and helping them

understanding how their jobs critical to the fulfilment of the department goal and

objectives

New employees are responsible for being active participants in their own orientation and

team interaction.

THANK YOU!