ONBOARDING

Onboarding is the process by which new employees are introduced to

the social and performance aspects of their new job, with the goal of
getting new hires adjusted quickly, increasing productivity and job
satisfaction, and reducing turnover.

This process includes teaching new hires about the attitudes,

competencies, company culture, employee expectations and the
behaviours required to function effectively within an organization.

ONBOARDING TRAINING PROPOSAL

Name of the organization – xyz ltd.

Duration – 0-90 days

Objectives–
Feel welcomed to the organization
Understand his/her job responsibilities and expectations.
Fully understand all training requirements.
Learn about the history and culture of the organization.
Actively participate in regular support sessions.
Clearly understand the policies and services offered by the
organization.
PHASES OF THE PROGRAM

Plan and prepare for your new team member.

Includes who will be lead the orientation of employees,Proper
place for work.

Orientation to the company,program,team.

Goal is to make employees completely familiar with the
organization and give them a brief introduction of the
company, programs,team and also about the roles and
responsibilities of the employees.

Proper guidance throughout the training program.

Introduction of effective training practices like –
Ensuring leadership involvement and support before, during
and after onboarding.
query handling sessions.
explaining through audio visuals.

Evaluation and succesfull achievement of trained workforce.

Continuously evaluate training to make sure it’s effective,
making changes accordingly.
 NEED OF ONBOARDING

5 C’s of Employee Onboarding

COMPLIANCE with Legal Rules and Obligations

Compliance refers to things that must be done when new employees start things like getting paperwork
completed, the badging process, and provisioning tasks like equipping new employees with computers
and phones as well as a workspace.

Organizations, even those who claim they do not have a formal onboarding program, have to get
compliance right to stay in business.
CLARIFICATION Roles and Expectations for New Employees

Clarification refers to how well new employees understand their roles and performance expectations.

Of course, organizations hire new employees to do specific jobs so clarifying what they need to be doing,
how to do it, and how the organization functions in terms of rules and policies is important.

Plus, we know that structure and clarity are important for individual and team success.

The problem is that spending time learning the basics certainly isn’t the most exciting way to spend your
time when you’re new.

Hiring managers aren't always available to answer questions.

Especially when those questions are frequent like in new hire onboarding.

So, build in ways to help new employees understand what is expected of them but the goal in doing this
should be squarely focused on helping them feel equipped and confident in their choice to join your
organization and their own ability to do a good job.

Build Up New Employee CONFIDENCE

Confidence refers to how much a new employee feels they can do the job well and tackle new
challenges.

It is a state of mind.

While an organization cannot directly help new employees feel better about themselves, they can
design an onboarding experience that help build up employees rather than tearing them down.
When employees feel more confident, they are more likely to feel good about those around them as
well as the choice to join your organization.

Help New Employees Build Meaningful CONNECTIONS.

Employees need connection for enhanced engagement

Connection refers to how accepted, recognized, and valued new employees feel.

When new employees feel connected to their colleagues, they feel safe

Research has shown that a feeling of safety and connection leads to positive individual and
organizational outcomes such as a willingness to ask questions and try new things.

And, they engage more fully with their coworkers, within their role, and the organization.

Moreover, they appreciate it.

Connection is a factor that leads employees to feel that they made the right choice to join the
organization.

Gallup has consistently found that having a close friend at work is related to a 50% boost in job
satisfaction and that those employees with a best friend at work were seven times more likely to fully
engage with their work.

This starts with onboarding. If new employees feel alone and isolated on their first day, it can be
challenging to recover as researchers found at Microsoft.

A Strong CULTURE Attracts and Retains Your Best Employees

Culture refers to how well new hires understand the mission, vision, and values of their new
organization.

These are shared in many forms, including:

Company history

Rituals

Company policies

Performance management

Stories

Meetings with direct managers, co workers, and team members from other departments

The list goes on.

Yet, onboarding is one of the key ways that organizational culture is formed, maintained, and changed.

When I was working at Google, we focused on onboarding as a key KPI in People Operations because the
number of new employees was anticipated to double within 18 months.

That turned out to be true and the work done to identify what the Google culture was and how it would
be impacted by such a huge influx of new employees was top of mind.

One important thing we had to keep in mind was that the stories of how the company was founded, its
norms, missions, and its goals were evolving all the time.

Onboarding programs are a great way to teach about what matters within your organization.

It is also a great way to learn about how your organization could evolve for the better over time because
new employees are the organization’s future.

If you have onboarding software, this is your chance to share documents related to company culture.

That way they're always accessible (hint: clarification).

This is also your chance to build time to meet co workers and direct managers into the new hire
experience.
1. Attract and retain top talent.

59% of HR professionals think that the next few years will bring a major battle to retain talented and
top-performing candidates. While it’s easy to match perks and salary, it’s much harder to deliver on the
intangible reasons why employees stick around, such as good rapport with managers and a thriving
company culture. With an awesome onboarding program, however, you can build a strong foundation
for the intangible elements that create an amazing work culture, and use that to attract and retain top
talent.

2. Engage employees early on.

While company core values and culture differ depending on the organization, research from Gallup’s
“State of the American Workplace Report” indicates that regardless of those differences, the outcome
that mattered most was engagement among employees, particularly engagement soon after joining a
company. If you put every new hire through a thoughtful, educational, and fun program, you’ll go a long
way towards fostering engagement and retaining it in the future.

3. Boost business growth.

Engagement should be the objective of any onboarding program, not just because it builds culture and
rapport, but because it also drives business growth. According to Gallup, employees who were highly
engaged with their company had 147% higher earnings per share than their competition.

4. Build trust and alignment.

Good welcome programs educate and inform new hires about organizational practices. Have new hires
meet with senior management and hear from them directly about key organizational initiatives and
goals. At Zenefits, our CEO meets every new hire and makes a short speech to welcome them to the
company.

This is a great time to review your mission statement with the new recruits and to help them adjust to
and understand your company culture.

5. Forge connections with employees.

A great deal of Gallup research indicates that the most engaged employees are the ones who have
strong connections with their co-workers and managers. Help them build those connections by assigning
them a mentor or buddy during their first week or two. Their mentor can serve as a resource and
sounding board for their experiences during the first thirty days.
6. Encourage open communication.

When you start a new job, it can be intimidating to share concerns or feedback about your new role and
surroundings. An onboarding program can provide the structure and a setting for new hires to get
answers to questions about their new workplace without the pressure. Providing this forum during
onboarding goes a long way towards fostering the kind of environment employees thrive in.

7. Decrease turnover.

When employees leave your company, regardless of whether they’re a bad fit or just moving on, it can
negatively impact your bottom line and team morale. Implementing an onboarding program goes a long
way towards ensuring a better employee/employer fit right from the start, as well as opening up the
lines of communication and keeping employees engaged in the long-term.