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Onboarding! Powerpoint Presentation
This document discusses onboarding new employees and outlines an onboarding framework. It notes that 22% of new employee turnover occurs within the first 45 days and employees who go through an onboarding program are 58% more likely to stay after 3 years. The document then outlines some assumptions about onboarding, including that relationship building and communication are key parts of the process. It also describes different phases of onboarding from the first day to full assimilation after a few months. Finally, it presents a case study exercise focused on designing an onboarding program.
In this document
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Introduction to the importance of employee assimilation for organizational success.
A structured agenda for on-boarding including introduction, framework, case study, and evaluation.
Key statistics on employee turnover and costs linked to the lack of effective on-boarding.
On-boarding programs increase retention and improve job satisfaction and performance by fostering culture.
Describes how new employees gain skills and connections necessary to integrate into the organization.
Key employee characteristics and organizational support that enhance the on-boarding experience.
Stresses the importance of relationship building in on-boarding for achieving job satisfaction and performance.
Details different phases of the on-boarding process from recruitment to full employee assimilation.
The importance of communicating the organization’s story and fostering transparency from day one.
Ensures workspace readiness and initial role clarity to welcome new employees effectively.
Providing new employees with essential information about the organization’s history, norms, and training.
Focus on compliance programs and team-building for promoting full assimilation of new employees.
Emphasizes the need for social acceptance, performance feedback, and mentorship for employee growth.
Introduction to a case study relevant to on-boarding strategies and organizational culture.
Details of an exercise related to the on-boarding case study for practical application.
Goals for on-boarding focused on enhancing services and defining impactful measures for success.
Citations and references for gaining more insight into effective on-boarding practices.
Suggested literature on organizational change and positive scholarship for deeper understanding.
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Similar to Onboarding! Powerpoint Presentation
Onboarding! Powerpoint Presentation
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- 2. Agenda Introduction On-BoardingBasics Case Study Moving Forward Training Evaluation
- 3. On-Boarding Framework 22%of new employee turnover occurs in the first 45 days of employment (The Wynhurst Group) 4% never return after the first day on the job (Society for Human Resource Management, SHRM) In first 6 months: new employees make their decision whether or not to stay (Monster.com survey) The cost of losing an employee in the first year: 1 ½ to 3 times their annual salary (The Wynhurst Group)
- 4. On-Boarding Framework Employeeswho experience an On-Boarding program are 58% more likely to be with the organization after three years. Why? Facilitates: Strengthening of workplace culture, Greater job satisfaction, Better job performance, Workplace stress reduction.
- 5. Mechanism through whichnew employees acquire the necessary knowledge, skills, behaviors, and relationships to become effective organizational members and insiders.
- 6. On-Boarding Assumptions NewEmployee Characteristics with correlation to On-Boarding success, Proactive Personality Openness Conscientiousness Extraversion Agreeableness Neuroticism Curiosity Greater Experience Levels Credit Union Accurate job description Environment is work ready Provides support and resources Manager Buddy? Mentor? Human Resources Transparency Values Roles Norms
- 7. On-Boarding Assumptions On-Boardingis relational: Relationship building key part of process Informally through talking at break time Formally through taking part in pre-arranged events Benefits Greater Job Satisfaction Better Job Performance Decreased Stress
- 8. Phases: Recruitment FirstDay First Weeks First Months Assimilation
- 9. Begin telling organization’sstory Communication Some relationship building Transparency Integrity
- 10. Work area prepared,Desk and equipment in place, Introduced and greeted in department, Beginning of role clarity, Buddy assigned.
- 11. Employee presented withhistory, mission, vision, handbook and norms of organization. Position training in full swing, Role Clarity Self-efficacy ‘ Buddy’ in place
- 12. Move toward fullassimilation, Structured orientation/compliance programs; Relationship & team building encouraged.
- 13. Social acceptance, Knowledgeof organizational structure, Received performance feedback, Mentor – when appropriate Employee development; early assessments
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- 16. Goals: Increase memberservices and embrace organizational culture/change 1. Select data used to measure results 2. Get agreement on what kind of On-Boarding will have greatest impact 3. Design and develop an On-Boarding Program for MIT Credit Union
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- 18. References Retrieved from http://en.wikipedia.org/wiki/Onboarding Noviello, Maureen. On-Boarding Presentation, CUNA HR/TD Council, April 12, 2011.
- 19. Further Reading Cooperrider,D., Whitney, D., Stavros, J.M. (2008) Appreciative Inquiry Handbook: For Leaders of Change, 2 nd Edition. Brunswick, Ohio: Crown Custom Publishing, Inc. Cameron, K., Dutton, J., Quinn, R., Editors (2003) Positive Organizational Scholarship: Foundations of a New Discipline. San Francisco: Berrett-Koehler Publishers, Inc.
Editor's Notes
- #2 The first 6 months of onboarding for a new hire is critical to retention. What is necessary to create a successful Onboarding Program?
- #3 Go over agenda Does this agenda sound right? My Introduction: Who I am; strength I believe I have Ask question; does the agenda sound right
- #17 My recommendations….