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Onboarding? Looking for "best practices"..
Recruiting & Staffing
Onboarding? Looking for "best practices"..
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I am currently working on a project to improve our onboarding process. Can anyone provide information on what your company does that is successful (or not)? Or have you had any great "onboarding" expe
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Forums » Topic Forums » Recruiting & Staffing » Onboarding? Looking for "best practices"..
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Onboarding? Looking for "best practices"..
posted at 12/8/2003 2:24 AM EST
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Posts: 1
First: 12/8/2003 Last: 12/8/2003 |
I am currently working on a project to improve our onboarding process. Can anyone provide information on what your company does that is successful (or not)? Or have you had any great "onboarding" experiences as a new hire?
Your insight is greatly appreciated. Thanks! |
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Onboarding? Looking for "best practices"..
posted at 1/5/2004 7:37 AM EST
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Posts: 1
First: 1/5/2004 Last: 1/5/2004 |
hi Emily,
I also am on a committee to change our company's on boarding process....I will share anything I find that is worthwhile with you when I come across it.....So where are all these "best practices"??? |
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Onboarding? Looking for "best practices"..
posted at 1/14/2004 6:26 AM EST
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Posts: 175
First: 8/27/2002 Last: 5/4/2007 |
I was a senior training officer for many years for GM and GE and developed many new hire orientation / on-boarding programs. One that worked well for me was a tiered process composed of three separate sessions - but don't panic, they don't have to be long. The first was a welcome and orientation to the company(company overview, products, future prospects, key goals, paperwork, etc.). The second was more detailed and was conducted by the hiring area (such as engineering, nursing, etc.) and focused on department wide issues (for example if the person was going into engineers they might include a discussion on the engineering process, change order process, access to software, etc.). And finally, the third was with the hiring manager which was the detailed orientation to the job. These happened in rapid sequence. Hope this helps. Let me know if I can be of assistance. David - The DJC Group |
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Onboarding? Looking for "best practices"..
posted at 1/19/2004 6:53 AM EST
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Posts: 29
First: 7/30/2002 Last: 12/7/2004 |
Take a look at the writings of First Break All the Rules, a book for managers that has highlighted what is important to employees. One of the keys is a 'best friend' in the company. While you can't 'make' people best friends there are easy ways to do a little match making to speed up the process of 'finding' that friend. I recommend putting some effort into that issue.
Regards, Carl Nielson The Nielson Group http://www.nielsongroup.com |
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Onboarding? Looking for "best practices"..
posted at 3/10/2004 11:13 AM EST
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Posts: 7
First: 3/10/2004 Last: 12/8/2004 |
I'd like to join the conversation. . .
I recently developed a new orientation program for my company - DaimlerChrysler Services North America. First, I did a needs assessment among recent new hires - you also want to get HR and Hiring Management on board as soon as possible for their buy-in. Based on these findings and on external benchmark I designed a staged process (6 months) integrating different ways of orienting employees (ie Welcome Mailing, Welcome Day, peer mentor, online portal, binder, information sessions/tours, graduation). Due to ist holistic approach as well as Executive buy-in, this program has worked very well for us. But key is, you have to do a thourough assessment and then tailor the program to the exact needs of your organization & target audience. |
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Onboarding? Looking for "best practices"..
posted at 7/22/2004 1:24 AM EDT
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Posts: 4
First: 7/15/2004 Last: 9/16/2004 |
Hi:
You could make it more creative and suitable to your work environment. Just imagine,if you were a new hire to a company, what is that you expect or what sort of environment you would love to work? collect similar details from all your current employees or friends. You could also get some from your friends working in another company. Analysis them you could get the best thing that would suit the company's culture and environment. You will have to add in training sessions more hand-on, real-time and creative rather than the class-room session type. I could tell you what i practise, but i am not sure if that is best and would fit to your environment. I work in India. Regards.. Radhika |
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Onboarding? Looking for "best practices"..
posted at 11/20/2007 2:54 AM EST
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Posts: 1
First: 11/20/2007 Last: 11/20/2007 |
[quote]
On 2004-01-14 11:26, djcgroup wrote: I was a senior training officer for many years for GM and GE and developed many new hire orientation / on-boarding programs. One that worked well for me was a tiered process composed of three separate sessions - but don't panic, they don't have to be long. The first was a welcome and orientation to the company(company overview, products, future prospects, key goals, paperwork, etc.). The second was more detailed and was conducted by the hiring area (such as engineering, nursing, etc.) and focused on department wide issues (for example if the person was going into engineers they might include a discussion on the engineering process, change order process, access to software, etc.). And finally, the third was with the hiring manager which was the detailed orientation to the job. These happened in rapid sequence. Hope this helps. Let me know if I can be of assistance. David - The DJC Group [/quote] |
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