On boarding process version 4

Onboarding to Improve Retention

LAURENCE YAP Former Sr Manger of L&OD, PayPal APAC 7th June 2012, Hilton Singapore

Rentention in current workplace

Onboarding Model according to Gallup 12M

Onboarding Process in 5 organizations

Four Phases of OD in Gallup Context Pre-onboarding Corporate onboarding Dept onboarding Post onboarding

Summary

Gallup & Employee Engagement Based on 30 years of in-depth research

Involved more than 17 million employees

33% 49% 18%

After 1 year on the job….70% of U.S

Onboarding Examples

Training Organization satisfaction rate

About 80% of respondents are satisfied with Training offered in Carsem

%

85.0682.65 82.09 82.33 83.53

81.12

40.00

45.00

50.00

55.00

60.00

65.00

70.00

75.00

80.00

85.00

90.00

Orientation and

induction

program

Adequate

effectiveness of

training

opportunities

Equipment and

facilities in

training room

Teaching

materials and

aids

Trainers'

behaviour and

attitude

Multimedia

training adequate

and effective

%

Exceeded expectation

Employee Survey 2008 Carsem

Above 80 pc.

•Before Onboarding Preonbaording

•Corporate Level Corporate Onboaridng

•Department Level Department Onboarding

•Beyond OnBoarding Post Onboarding

OnBoarding Gallup Q12 Ways

Carsem Example

Performance Model

Tool A: Performance Analysis 表现分析

Tool B: Performance Analysis 表现分析

Pre-boarding

3. Do you get the opportunity to do what you do best every day? Do you hire the right people, using their strength at work?

Corporate On Boarding

1. Do you know what is expected of you at work? Expectation of employees, culture, values, conduct, internet usgae 8. Do you feel that your job is important? Company vision, mission, inspiration, success stories, awards, contribution 10. I have a best friend at work 6. Are you encouraged to work on your (self-)development?

Training Department explains training oppportunities

Department On Boarding

1. Do you know what is expected of you at work?

3. Do you get the opportunity to do what you do best every day?

5. Do your colleagues seem to care about you as a person? 6. Are you encouraged to work on your (self-)development? 8. Do you feel that your job is important? 10. Do you (or would you like to) consider some colleagues as friends? 12. Are you given the opportunity (time/resources) to learn and grow?

Post On-Boarding

4. Did someone recently give you recognition or praise for doing good work? 2. Do you have the materials and equipment you need to do your work right? 3. Do you get the opportunity to do what you do best every day? 7. Do people make your opinion count? 9. Are your colleagues committed to doing quality work? 11. Does someone care about the progress of your work?

Additional Tips 1. Do You Make Your New Hires Feel Welcome?

2. Do You Inspire Pride?

3. Do You Help New Hires See the Big Picture?

4. Do You Show How Employees Matter?

5. Do You Collect and Share Stories?

6. Do You Make Your Orientation Program Interesting and Interactive?

7. Are You Designing It From the New Employee’s Perspective?

8. Are You Holding Your Orientation Program When It’s Most

Understandable and Beneficial?

9. Have You Broken Your Orientation Program Down Into Digestible,

Bite Sized Chunks?

10. Are You Offloading As Much Information As Possible To Your

Intranet?

11. Do You Have a “Mentoring Program?

12. Are You Making It Easy For New Employees to Tell You How They’re

Doing?

13. Do You Help Your Supervisors and Managers Do Their Part Well?

1. Do I know what is expected

me of me at work?

Onboarding: Mission and Vision

5 Days Komag Collge

MD, Director, HOD meet

new employees

MD explained corporate

vision and mission

Onboarding: Expectation (60 days)

Onboarding: Expectation (60 days)

Onboarding: Expectation (60 days)

Onboarding: Expectation (60 days)

2. Do I have the materials and equipments

I need to do my work right?

Tools & Equipment: Training/Mentoring

Leadership Training/Bonding

• Bonding among the new supervisors

• Practical Leadership Skills

• Fun learning environment

• Sharing of leadership examples

• Impart PayPal key values

Leadership Training/Bonding

Leadership Training/Bonding

Positive Thinking

3. At work, do I have the opportunity to do

what I do best every day?

Meeting the Employées Regularly

Identify Your Strengths & Development Needs

Strength-based Management

200 Hours

Strength –Best in Class (80%)

Weakness – Mediocre (20%)

Personality Plus

4. In the last 7 days, have I received

recognition for doing good work?

Leadership Training

Pay Attention

• Walk around

• Show care

• Notice right and significant things – Coupon

• Listen with your senses

• 5 days in a year

• Personal life

• Be a friend

Personal Recognition

• Know what they like, their needs and interests

• Personalize: Special, meaningful, and memorable

Tell the Story

• must tell the story on how the

person was able to perform exemplarily

• Breakfast (aida) and Shamlee (room)

Celebrate Together

• Public ceremony

• Lunch and dinner treats

5. Does my supervisor, or someone at work,

seem to care about me as a person?

Onboarding: Mission and Vision Leaders Meeting People

Listening Skills

• Use listening skills to engage employees

Guidelines

1. Questions – 5W1H 2. Body Language and Posture 3. Sincerity

Avoid

1. Judgment 2. Topper 3. Advising

Exercise

• Grouping: Hobbies, Best Friend and Traveling Experience

Get to Know Your Colleagues

• 15 minutes - Your Partner First

Name Birthplace Hobbies Food Drink HP

Laurence Yap

Sabah Traveling, Reading

Spaghetti Chamomile Tea

0162080096

6. Is there someone at work

who encourages my development?

Meeting the Employées Regularly

50% of the your time should be directed to coaching

54

50%

Daily Coaching Activity

Approximate Hours Per Week

1-on-1’s 14.5

Updating Metrics 3.25

Team Learning 1.00

Daily Stand-Up’s 1.25

Total 20 Hours

Remainder of time should be dedicated to walking the floor, meeting with managers, and completing other supervisor

tasks/projects

Creating a Development Plan

Identify Your Strengths & Development Needs

7. At work, do my opinions seem to count?

Meeting the Employées Regularly

Opinions

• What do you think?

• Build Ideas

• Flexible in Approaches, not goals

• Ownership

8. Does the mission/ purpose of my

company make me feel my job is

important?

people

knowledge

innovation

People

We care about people and the role of work in their lives.

– We respect all of our people as individuals, enabling and trusting them to meet the needs of colleagues, customers and the community.

– We are committed to delivering professional service according to our high quality and ethical standards.

People

We care about people and the role of work in their lives.

– We recognize everyone’s contribution to our success.

– We help people develop their careers through planning, work experience, coaching and training.

Onboarding: Mission and Vision

5 Days Komag Collge

MD, Director, HOD meet

new employees

9. Are my co-workers committed

to doing quality work?

Meeting the Employées Regularly

10. Do I have a best friend at work?

Team Activities

• Celebration

• Outing

• Mentor

• Treat them like friends

11. In the last 6 months, has someone at

work talked to me about my progress?

Performance Appraisal – 6 months

12. This last year, have I had opportunities

at work to learn and grow?

Training, E-Learning, Coaching

Training, E-Learning, Coaching

Thank You

Contact

Laurence Yap Tung Siong

Contact: +6016-2080096 (Mobile)

Email laurence.yap@gmail.com

Linkedin http://www.linkedin/in/laurenceyap

Blog: Journey of HRD

http://www.journeyofhrd.blogspot.com

Slideshare

http://www.slideshare.net/eastleaf