Said Al Darmaki, HR Head

JINDAL SHADEED IRON & STEEL LLC

Employee Onboarding as a Way of Talent Management

Topics to be covered

What is employee onboarding

How does the onboarding assist new hires to reach the

breakpoint

Common industry statistics on the status of new hires

The best practices implemented in the onboarding

programme

Illustrating a research based model of onboarding

How onboarding is implemented at JSIS

Employee Onboarding

process of helping new hires adjust to

social and performance aspects of

their new jobs quickly and smoothly”

(Bauer T. D ,2010)

Process of Integrating new employees

into the organization, of preparing

them to succeed at their job, and to

become fully engaged, productive

members of the organization.. Lee D

(2011).

The first 90 Days

In “The first 90 Days”, Harvard Business

School Professor Michael Watkins presents

a road map for the managers to take charge

in their first 90 days in management job.

The book will equip new leaders with

strategies and tools to get up to speed

faster and achieve more sooner.

The first 90 Days

Promote Yourself- Establish a clear breakpoint (Tm&Exp)

- Hit the Ground Running (90)

- Assess your weaknesses

Accelerate Your Learning -Define your Learning Agenda (priority)

-Adopting Structured Learning Methods

Match Strategy to Situation -Diagnosing the Business situation

-Understanding the History

The first 90 Days

Build Your Team -Assessing Your Existing Team

Create Network-Identify the Key Players

Secure Early Wins

-Establishing Long Term Goals

-Building Credibility

Breakeven Point

7

What is the value to the organization of brining someone to that breakeven point early?

How is the organization impacted if the new person is not up to speed until seven or eight months?

Orientation VS Onboarding

8

Orientation Onboarding

One time event Frequent interaction

Welcome Productive

Introduction Performance training

Paperwork Setting expectation

Culture Organizational goals

History Performance evaluation

Potential of Recruiting and Onboarding to Satisfy Maslow’s Hierarchy of Needs

9

Self

-actualization

Esteem

love/belonging

safety/security

Physiological- Onboarding’s Impact - Recruiting

Common statistics of the New Hires ُ

“22% of staff turnover occurs in the first 45 days of employment”

The Wynhurst Group

“50% of newly hired executives quit or are fired within the first three years “Corporate leadership Council

“40-50% of new CEOs fail in the first 18 months “Center for Creative Leadership

“The total cost of employee turnover is estimated at 150% of salary”The Wynhurst Group

At Corning Glass Works, new employees attending a structured orientation programmewere 69% more likely to remain at the company up to 3 years .

Ganzel, R (1998)

In US & UK found that business lose an estimated $37 billion each year as a result of employees not understanding their job.

Cognisco (2010)

10

Benefits to Onboarding

11

For Employees For Organization Become familiar and comfortable with

their job roles.

Improve employee retention

Learn about organization culture and job

related resources

Increase time to productivity

Start to build relationships and networks Increase visibility of new hires

Align expectation of job and career Improve internal communications

Feel engaged and valued Improve customers satisfaction

Receive immediate feedback Improve company brand

Create relationships with customers more

quickly (internal and external)

Increase employee pride in

organization

CONNECTION CULTURECLARIFICATION COMPLIANCE ONBOARDINGSTRATEGY LEVEL

Little/ none Little/ none Some Yes passive

Some Some Yes Yes high potential

Yes Yes Yes Yes proactive

The Building blocks of successful onboarding (The 4 C )

Compliance: Teaching employees basic legal and policy-related rules and regulations. Clarification: Ensuring the NE understand their new jobs all related expectations.Culture: providing a sense of organizational norms –both formal and informal.Connection: vital interpersonal relationships and information networks that NE must establish.

A Research-Based Model of Onboarding

Industry, organization, size, leadership, climate and culture

Recruiting

process

(e,g, RJP,

Stakeholders

Involvement)

Orientation

Forms (e,g,New

employee

Orientation

Guide

Support Tools

&processes(e.g ,Written

Onboarding plan,

integration meetings)

selectionSelf-

efficacy

Role

Clarity

Social

Intergradation

KnowledgeOf Culture

Successful On =boarding

Feedback

Tools(e.g, 360

Feedback

performance

Appraisals ,

feedback

seeking

Training (e.g,

hard skills, soft

skill, on

boarding skills

Coaching

&support (e. g,

hiring-manager,

HR generalist,

mentor

Time for successful on boarding … ongoing pre-hire to 12 month post-entry

+ +++ =

Source: Bauer, T. N. (2010)

Employee Joins

Joining Formalities &

other formalities & Welcome to

Employees

Company Corporate

Presentations

Presentation –HR & Admin

Presentation of Each Dept. by

HODs

Behavioural Training for one Month in case of GETs & One week

Training for experience hires

Specialized Technical Training for one Month in case of GETs.one week induction for

experience hires

Reporting to Department.

Assign Mentor & Buddy for each new

joined

Involve NE in the Company club

Encourage them to be part of the Committees

Onboarding at JSIS

15

Than Q

Onboarding Checklist: The First 90 Days

Before The Start Date

1.Send an organizational welcome e-mail message and attach the first week orientation schedule.

2.Provide a link to the organization’s Web site, directing the recipient to the welcome video and “fast facts” section.

On Day 1

1. Greet the employee upon arrival

2. Introduce the immediate supervisor and peer mentor

3.Issue an employee identification badge and generate authorization for building access

4.Provide a copy of the employee handbook or access to its online equivalent

5. Escort the employee around the unit, making introductions, noting key locations and describing basic operations.

6. Provide a written recap of the days’ events a token to memorialize the first day e.g water bottle or t-shirt with a welcome message

Onboarding Checklist: The First 90 DaysBy the End of Day 7

1.Monitor and document the employee’s attendance at mandatory orientation sessions

2.Review basic policy and governance issues

3.Introduce the employee to the organization’s web site and intranet platform

4.Give a list of the names and telephone extensions of staff members with whom employee will interact on a regular basis.

5. Communicate general job expectations and answers any questions

5.Ensure that the employee is meeting with his/her mentor on a daily basis.

6. Confirm that the employee has a basic understanding of important organizational facts and rules.

By the End of Day 15

Develop a plan to ensure acquisition of necessary skills and training within a reasonable time frame

Verify that the employee has been introduced to all co-workers and is a adjusting to the new work environment

Reinforce healthy communication and problem solving techniques

Onboarding Checklist: The First 90 DaysBy the End of Day 30

1.Review progress toward short-term performance goals

2.Identify and provide needed training and support

3.Maintain an “open-door’ policy and encourage questions from the employee

4.Encourage the employee to continue meeting with his/her peer mentor twice a week

By the End of Day 45

1.Evaluate the employee’s familiarity with the organization’s mission, objectives and values.

2.Schedule an informal coffee break or lunch get together to discuss the employee’s questions and concerns.

3. Ask the employee for feedback regarding personal job satisfaction and issues that have emerged.

4.identify at least three accomplishments for praise and 3 areas for improvement, and create an action plan.

5.Begin discussing longer term performance goals

Onboarding Checklist: The First 90 Days

By the End of Day 90

1.Hold a formal performance review to examine progress made towards meeting stated goals, adjusting these goals as necessary.

2.Continue to organize lunches, discussions and other informal events that help integrate the employee into the team.

3.Encourage the employee to maintain contact with his/her peer mentor on an ongoing basis.

4.Request that the employee complete an onboarding experience questionnaire