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Effective Onboarding for BCHRMA Kelowna, April 3, 2012 with David Cory, M. A. Effective Onboarding for BCHRMA Kelowna, April 3, 2012 with David Cory, M. A.

"Success in business today is 15% technology and 85% Emotional Intelligence. ” Tom Peters Author of In Search of Excellence

Who is this guy, David Cory? Who is this guy, David Cory?

Who Are You? 1. Name 2. Role 3. Organization 4. Current Onboarding Process? 5. Who Are You? 1. Name 2. Role 3. Organization 4. Current Onboarding Process? 5. ‘Fun Fact’ 1 True, 1 Not 6. Other?

Benefits to You • Create greater awareness of the importance of effective onboarding • Benefits to You • Create greater awareness of the importance of effective onboarding • Give you ideas • Develop your skills • Make your work/life better, more efficient, more effective and have more fun!

Agenda • Your Thoughts • Introduction to Onboarding • A ‘Best-Practices’ Approach: The Research Agenda • Your Thoughts • Introduction to Onboarding • A ‘Best-Practices’ Approach: The Research • Emotional Intelligence and Onboarding • Onboarding Process Development Plan • Where to go from here? Having Difficult Conversations Using Emotional Intelligence — 7

Your Thoughts • Our current onboarding process is… • The challenges that I face Your Thoughts • Our current onboarding process is… • The challenges that I face in improving our onboarding process are… • My expectations for the day are…

Best Onboarding Process/Worst Onboarding Process Best or Worst Qualities Result Best Onboarding Process/Worst Onboarding Process Best or Worst Qualities Result

Make a Bad Impression 1. No work area. 2. No supervisor. 3. No work. Make a Bad Impression 1. No work area. 2. No supervisor. 3. No work. 4. Leave on their own for lunch. 5. Give them a 100 page Employee Handbook. 6. No introductions. 7. Assign to a staff person who has a deadline, in three days. 8. Assign to your most unhappy, staff member. 9. Assign the employee “busy work. ” 10. Start the new employee with a one or two day new employee orientation during which Human Resources personnel make presentation after presentation.

What is Onboarding? “Onboarding of employees is a strategic, deliberate business process to enable, What is Onboarding? “Onboarding of employees is a strategic, deliberate business process to enable, facilitate, and assure that each employee is successfully immersed into the company culture, quality, and operational systems. ” All Aboard: Aberdeen Group When is Onboarding?

Percentage Effort 100% Workplace Performance Top Performers 80% Discretionary Effort Minimum Required Effort to Percentage Effort 100% Workplace Performance Top Performers 80% Discretionary Effort Minimum Required Effort to Keep Job 30% 0% Time

“ 86% of all respondents agree that new hires make their decision about whether “ 86% of all respondents agree that new hires make their decision about whether or not to stay at the company within the first six months on the job. ” “Feel comfortable” “Reinforce decision” “help build company’s employment brand” Having Difficult Conversations Using Emotional Intelligence — 13

Drivers of Best-In-Class Onboarding 1. New Employee Retention 2. New Employee Productivity Having Difficult Drivers of Best-In-Class Onboarding 1. New Employee Retention 2. New Employee Productivity Having Difficult Conversations Using Emotional Intelligence — 14

Actions to Address Drivers • Provide an experience that reaffirms the new hire’s employment Actions to Address Drivers • Provide an experience that reaffirms the new hire’s employment decision • Formalize an onboarding strategy • Ensure that new hires are integrated into the company culture Having Difficult Conversations Using Emotional Intelligence — 15

Capabilities to Support Actions • • Formal new hire training program • Formalize a Capabilities to Support Actions • • Formal new hire training program • Formalize a structured orientation process • Gain support and buy-in from senior management • Managers set clear expectations and goals for new hires Pre-assign office space, supplies, and equipment Having Difficult Conversations Using Emotional Intelligence — 16

Tools to Support Actions • • Employee performance management tools • • Tools to Tools to Support Actions • • Employee performance management tools • • Tools to track HR compliance rates Assessment tools for skills, knowledge, attributes, and behaviour Tools that automate forms management Competency management tools Tools that automatically trigger email reminders and notices when status changes from applicant to employee Having Difficult Conversations Using Emotional Intelligence — 17

Tools Continued… • • • Socialization into the company culture Provide a formal new Tools Continued… • • • Socialization into the company culture Provide a formal new hire training program Assignment of a mentor or a coach Having Difficult Conversations Using Emotional Intelligence — 18

Onboarding Technologies 1. Forms and Task Automation – eliminate paperwork 2. Onboarding Orchestration – Onboarding Technologies 1. Forms and Task Automation – eliminate paperwork 2. Onboarding Orchestration – workflow, integration of data sources, electronic acknowledgements of policies, provisioning, stakeholder tools and dashboards, social networking options, e. g. chat with mentor 3. Collaborative Options – LMS/PMS – 30, 60, 90 Having Difficult Conversations Using Emotional Intelligence — 19

Common Tech Myths 1. Blue collar workers will not use online onboarding 2. Takes Common Tech Myths 1. Blue collar workers will not use online onboarding 2. Takes the “human” out of HR 3. Onboarding software should integrate with ATS vs. HRIS 4. Onboarding solutions are not a priority when fewer employees are being hired Having Difficult Conversations Using Emotional Intelligence — 20

4 Key ROI Points 1. New hire administration and labour ($317. 5 K) 2. 4 Key ROI Points 1. New hire administration and labour ($317. 5 K) 2. Reduction in turnover costs ($7. 5 M) 3. Orientation and travel costs ($270 K) 4. Compliance related costs ($225 K) Total Hard Dollar ROI based on an employer hiring 3, 000 employees per year $8, 312, 500 Having Difficult Conversations Using Emotional Intelligence — 21

4 Tech Steps to Onboarding Success 1. Acclimate new-hires to your corporate culture, policies, 4 Tech Steps to Onboarding Success 1. Acclimate new-hires to your corporate culture, policies, benefits and more 2. Automate process workflow and management for key stakeholders 3. Integrate all relevant data and systems 4. Ensure compliance policies, laws and regulations Having Difficult Conversations Using Emotional Intelligence — 22

The ‘Dream’ Onboarding Program • What would you include in your ‘dream’ onboarding program? The ‘Dream’ Onboarding Program • What would you include in your ‘dream’ onboarding program? Having Difficult Conversations Using Emotional Intelligence — 23

Best Ideas from Today Having Difficult Conversations Using Emotional Intelligence — 24 Best Ideas from Today Having Difficult Conversations Using Emotional Intelligence — 24

Thank You! David Cory, M. A. , Tel: 604 -224 -2358 E: david@eitrainingcompany. com Thank You! David Cory, M. A. , Tel: 604 -224 -2358 E: [email protected] com W: www. eitrainingcompany. com Having Difficult Conversations Using Emotional Intelligence — 25