on boarding process version 4
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Onboarding to Improve Retention
LAURENCE YAP Former Sr Manger of L&OD, PayPal APAC 7th June 2012, Hilton Singapore
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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
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Gallup & Employee Engagement Based on 30 years of in-depth research
Involved more than 17 million employees
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33% 49% 18%
After 1 year on the job….70% of U.S
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Onboarding Examples
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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
%
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Exceeded expectation
Employee Survey 2008 Carsem
Above 80 pc.
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•Before Onboarding Preonbaording
•Corporate Level Corporate Onboaridng
•Department Level Department Onboarding
•Beyond OnBoarding Post Onboarding
OnBoarding Gallup Q12 Ways
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Carsem Example
Performance Model
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Tool A: Performance Analysis 表现分析
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Tool B: Performance Analysis 表现分析
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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?
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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
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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?
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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?
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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?
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1. Do I know what is expected
me of me at work?
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Onboarding: Mission and Vision
5 Days Komag Collge
MD, Director, HOD meet
new employees
MD explained corporate
vision and mission
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Onboarding: Expectation (60 days)
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Onboarding: Expectation (60 days)
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Onboarding: Expectation (60 days)
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Onboarding: Expectation (60 days)
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2. Do I have the materials and equipments
I need to do my work right?
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Tools & Equipment: Training/Mentoring
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Leadership Training/Bonding
• Bonding among the new supervisors
• Practical Leadership Skills
• Fun learning environment
• Sharing of leadership examples
• Impart PayPal key values
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Leadership Training/Bonding
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Leadership Training/Bonding
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Positive Thinking
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3. At work, do I have the opportunity to do
what I do best every day?
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Meeting the Employées Regularly
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Identify Your Strengths & Development Needs
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Strength-based Management
200 Hours
Strength –Best in Class (80%)
Weakness – Mediocre (20%)
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Personality Plus
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4. In the last 7 days, have I received
recognition for doing good work?
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Leadership Training
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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
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Personal Recognition
• Know what they like, their needs and interests
• Personalize: Special, meaningful, and memorable
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Tell the Story
• must tell the story on how the
person was able to perform exemplarily
• Breakfast (aida) and Shamlee (room)
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Celebrate Together
• Public ceremony
• Lunch and dinner treats
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5. Does my supervisor, or someone at work,
seem to care about me as a person?
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Onboarding: Mission and Vision Leaders Meeting People
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Listening Skills
• Use listening skills to engage employees
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Guidelines
1. Questions – 5W1H 2. Body Language and Posture 3. Sincerity
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Avoid
1. Judgment 2. Topper 3. Advising
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Exercise
• Grouping: Hobbies, Best Friend and Traveling Experience
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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
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6. Is there someone at work
who encourages my development?
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Meeting the Employées Regularly
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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
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Creating a Development Plan
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Identify Your Strengths & Development Needs
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7. At work, do my opinions seem to count?
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Meeting the Employées Regularly
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Opinions
• What do you think?
• Build Ideas
• Flexible in Approaches, not goals
• Ownership
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8. Does the mission/ purpose of my
company make me feel my job is
important?
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people
knowledge
innovation
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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.
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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.
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Onboarding: Mission and Vision
5 Days Komag Collge
MD, Director, HOD meet
new employees
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9. Are my co-workers committed
to doing quality work?
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Meeting the Employées Regularly
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10. Do I have a best friend at work?
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Team Activities
• Celebration
• Outing
• Mentor
• Treat them like friends
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11. In the last 6 months, has someone at
work talked to me about my progress?
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Performance Appraisal – 6 months
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12. This last year, have I had opportunities
at work to learn and grow?
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Training, E-Learning, Coaching
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Training, E-Learning, Coaching
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Thank You
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Contact
Laurence Yap Tung Siong
Contact: +6016-2080096 (Mobile)
Email [email protected]
Linkedin http://www.linkedin/in/laurenceyap
Blog: Journey of HRD
http://www.journeyofhrd.blogspot.com
Slideshare
http://www.slideshare.net/eastleaf