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OnBoarding Program
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OnBoarding Program
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I am preparing to kick off an Onboarding project for my company. We currently do the basics, new hire paperwork, orientaiton presentation etc. I am looking to change this up a bit and make it more wel
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Forums » Topic Forums » Recruiting & Staffing » OnBoarding Program
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OnBoarding Program
posted at 3/25/2013 5:24 PM EDT
on Workforce Management
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Posts: 7
First: 3/25/2013 Last: 4/26/2013 |
I am preparing to kick off an Onboarding project for my company. We currently do the basics, new hire paperwork, orientaiton presentation etc. I am looking to change this up a bit and make it more welcoming and exciting. I have thought about incorporating the "Buddy Program" to make the new employee's feel more welcome and to give them an extra contact to feel comfortable for the 1st 90 days. Does anyone have any suggestions or ideas of what could be a great onboarding program? I also want to incorportate the following: Orientation Activities - Ice breakers, fun games during the presentation. 30,60,90 day reviews EE Onboarding Survey Also, I am compiling a list of important policies to cover duing our orientation. Am I missing anything important? Harassment, FMLA, PTO, jury duty/bereavement, holidays, paydays, benefits, timekeeping, overtime, performance reviews, dress code, personal conduct, email and internet usage. Thanks!!! |
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Re: OnBoarding Program
posted at 3/25/2013 5:43 PM EDT
on Workforce Management
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Posts: 216
First: 9/20/2011 Last: 5/15/2013 |
In Response to OnBoarding Program: I am preparing to kick off an Onboarding project for my company. We currently do the basics, new hire paperwork, orientaiton presentation etc. I am looking to change this up a bit and make it more welcoming and exciting. I have thought about incorporating the "Buddy Program" to make the new employee's feel more welcome and to give them an extra contact to feel comfortable for the 1st 90 days. Does anyone have any suggestions or ideas of what could be a great onboarding program? I also want to incorportate the following: Orientation Activities - Ice breakers, fun games during the presentation. 30,60,90 day reviews EE Onboarding Survey Also, I am compiling a list of important policies to cover duing our orientation. Am I missing anything important? Harassment, FMLA, PTO, jury duty/bereavement, holidays, paydays, benefits, timekeeping, overtime, performance reviews, dress code, personal conduct, email and internet usage. Thanks!!! Posted by AshleeHR Just a couple of thoughts on this Ashlee. First make sure that the supervisors are involved and that HR does not "own" orientation. It is the supervisors that are responsible for the new hires success so they need to be a part of the on boarding process. Second, I would go easy on all the bureaucratic stuff. Just give them a handbook or tell them where to find the information they need except for those items that require a signature. Make sure you cover safety and confidentiality. One of your senior executives should talk and stay for lunch. Finally, try not to take up the whole first day with all this material. They need to go to their department and meet their new workmates. |
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Re: OnBoarding Program
posted at 3/25/2013 8:19 PM EDT
on Workforce Management
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Posts: 222
First: 9/29/2011 Last: 5/15/2013 |
Ice breakers during orientation? With other new employees? Unless they're all working in the same department, I only see limited utility in this. Ice breakers with prospective co-workers might be more productive. Focus more on engaging the new employees rather than fun games. I think that sends the wrong message. They've been hired to be productive and you really hope that they're interested in their jobs and work. But fun games? That may be fine for elementary school, but I think it's a bit out of order in the workplace. And I think it also sends the wrong message about HR. For years, HR employees have been begging to be partners in the business at hand. Hard to get that seat at the board room table if the perception about HR is that it's focused on fun games.
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Re: OnBoarding Program
posted at 3/26/2013 10:46 AM EDT
on Workforce Management
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Posts: 7
First: 3/25/2013 Last: 4/26/2013 |
Thanks for all the good advice. We are not looking necessarily for fun games to play but to make it more interactive than just a boring presentation, we want it to be informative and engaging. Any suggestions on how to make the employees feel more welcome or engaged? We are thinking about implementing a Buddy Program but is there anything else we can do, or any other onboarding ideas other companies are doing? Thanks for alll your feedback, I appreciate it. |
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Re: OnBoarding Program
posted at 3/26/2013 11:12 AM EDT
on Workforce Management
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Posts: 180
First: 9/21/2011 Last: 5/14/2013 |
What problem are you trying to solve and what is your end goal? Are you losing new employees (high turnover) because they aren't comfortable? Are they not being productive quickly enough? Are they unaware and breaking company policies? I have to agree with Nork on his points. If you want a seat at the table, you need to find and solve problems that contribute to the bottom line of the business at hand. Maybe better onboarding will. I would suggest also depending on the size and type of business that you look into mentoring. |
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Re: OnBoarding Program
posted at 3/26/2013 11:49 AM EDT
on Workforce Management
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Posts: 222
First: 9/29/2011 Last: 5/15/2013 |
Well put, rrupert. Do a bit of research on what supervisor/managers perceive as lacking in the onboarding process and then perhaps modify your process accordingly. Anything you can do to have a new employee be more productive faster is going to be appreciated by management. |
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Re: OnBoarding Program
posted at 4/2/2013 11:40 AM EDT
on Workforce Management
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Posts: 1
First: 4/2/2013 Last: 4/2/2013 |
In Response to OnBoarding Program: I am preparing to kick off an Onboarding project for my company. We currently do the basics, new hire paperwork, orientaiton presentation etc. I am looking to change this up a bit and make it more welcoming and exciting. I have thought about incorporating the "Buddy Program" to make the new employee's feel more welcome and to give them an extra contact to feel comfortable for the 1st 90 days. Does anyone have any suggestions or ideas of what could be a great onboarding program? I also want to incorportate the following: Orientation Activities - Ice breakers, fun games during the presentation. 30,60,90 day reviews EE Onboarding Survey Also, I am compiling a list of important policies to cover duing our orientation. Am I missing anything important? Harassment, FMLA, PTO, jury duty/bereavement, holidays, paydays, benefits, timekeeping, overtime, performance reviews, dress code, personal conduct, email and internet usage. Thanks!!! Posted by AshleeHR Ashlee, The main purpose of an Onboarding Program is to integrate new employees into the culture of your organization. As part of our Onboarding Program we have created a buddy system. "Navigators" are what we call the existing employees that are assigned to a new hire as a buddy or guide for their first year. The Navigator welcomes the new employee on their first day, has lunch with the manager and new employee on their first day, and is available to answer any questions the new employee has about their work area. They touch base with the new person each week for the first few months. After the second month they only check in with them on a monthly basis. Navigators give the new employees an instant connection with the group and makes them feel comfortable, taking the nervousness of a new job away. We find it to be a great piece of our Onboarding Program. Sharon |
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Re: OnBoarding Program
posted at 4/8/2013 4:07 PM EDT
on Workforce Management
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Posts: 1
First: 4/8/2013 Last: 4/8/2013 |
In Response to OnBoarding Program: You might want to consider not making it a project as described and focus on one or two things to start with. If you implement a "buddy" system, make sure that the buddies selected actually want to do it. I worked with a company that claimed to have a "buddy" for new employees, but those assigned to the role felt they were being asked to do more than they were being paid to do and refused to do any "buddying". My feeling is that it is up to the employees Supervisor to make them feel engaged and welcomed; that is, after all who they will be working for on a day to day basis. Orientations should cover the most important aspects of employment and HR should make sure that the other things are being covered by the Supervisors. As another poster suggested, talk to the Supervisor and ask what they feel is lacking. Best of luck to you! PT |
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Re: OnBoarding Program
posted at 4/9/2013 1:05 AM EDT
on Workforce Management
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Posts: 1
First: 4/9/2013 Last: 4/9/2013 |
In Response to OnBoarding Program: Hi Ashlee, Just one suggestion from my side. Adding real time people stories in your orientation program will really help. Gather some examples of people who have grown within the organization, do a story line and have them share their experience with the new hires. This works as a great motivation tool for both the existing ones (since they feel recognized) and the new hires (since it shows them the opprtunities available in the company). You can customize it by choosing people from the same departments as that of new joiners. Hope this helps. Regards Richa |
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Re: OnBoarding Program
posted at 4/9/2013 10:02 AM EDT
on Workforce Management
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Posts: 2
First: 4/9/2013 Last: 4/9/2013 |
I think it's great you want to improve onboarding within your company. When done correctly, onboarding programs can not only make an employee comfortable and informed, but can rachet up their time to productivity. Your "buddy" idea is a good one, and I agree that individuals chosen should actually want to do the job. We set standards for our "buddies", but we call them something different. We say they must be high-performing and well-respected, as well as willing to do the job and able to work with the manager to coordinate the new employee's training and development activities. I also agree with the suggestion to include managers. The involvement, support and buy-in of the hiring manager is critical to the success of your efforts. And, as already noted, your partnership will create a shared sense of achieving business results. To get managers on board with your onboarding program, make sure you communicate the program, provide support resources and hold conversations with them when they make hires. In my organization at least, managers don't hire on a routine basis. Reminding them of the resources and programs we have at the time they are relevant to them is the best way to ensure their use. In addition to the things other people have already said and the above comments, I would suggest, and you may already be considering it, creating an onboarding checklist that outlines each step to bringing a new employee on board and assigning responsibilities - to HR, the hiring manager, the "buddy" and the new employee. Everyone should know what their responsibilities in the process are and have an easy way to determine where things stand. Hope that helps! |
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