Best Practices (international)

1) Starbucks:

- Familiarity with the store they’re working in and the products they’re selling
- Second day: learn history and culture of Starbucks
- Given training booklet with insight into customer service expectations
- Assigned a learning coach-charts each barista’s progress through training booklets. Nser
questions the baristas might have
- Given tools to make training simpler. E.g.: have Drink Dice baristas to see what combination the
customer wants.
- “coffee and tea passports”- small books that fit inside their pockets give a quick overview of
what tea and coffee they typically sell. Encouraged to jot their own impressions on each page
- “Green apron book” also small enough to fi in the pocket. Provide them with an idea of the kind
of customer service expected off of them
- Computer training modules.
- Additional hands-on training with co-workers.
- Once up to speed, they are certified by a manager.
- A lot of internal promotions, and more trainings.

2) Google:

- Practical learning and cognitive apprenticeships so they can create connections amongst
employees. Onboarding activities include activities which require team effort and coordination
so that isolation isn’t felt.
- One day before joining, the manager gets a message to go over five things. These are:
Having discussion about roles and responsibilities,
Matching the new hire w a peer buddy
Helping the hire build a social network. Setting up employee onboarding check-ins once a month
for the new hire’s first 6 months
Encouraging open dialogue
Works because managers only receive mails in times of high urgency.
No comprehensive manual. Guidance given in a comprehensive and engaging format.
- In-person training. Two weeks training and orientation program which explains organizational
structure, core technologies and programming practices. Senior engineers deliver live lectures
on Google practices and culture during which they hare engineering perspective.
- Thorough introduction to company’s culture. Class held: “Life of an Engineer”. Helps them
acclimatize to the norms and practices that makes employees productive.
- Other cultural axioms relayed include: “we are all researchers” “learning to find out” and “find
role models”. Notice a trend? Due to constant change, employees are advised not to memorize
primary information, but rather to understand how they fit into the larger system
- Checklist: what to expect in the first week and beyond. Acts as a reference so they don’t feel
pressured to memorize systems, practices, event and institutions in the first week.
- Code labs: tutorials to understand how propriety technology works.
- Extensive resources: company-wide glossary so everyone is speaking the same language and
developer handbook, so everyone is on the same page stylistically.
 - On-the-job training: “starter project”: short and well versed in the specialized field. Are low-risk
and not very overwhelming.
- Mentorship program:

3) Apple:

- Very secretive. Employees do not know what position they are getting till their first day.
- Welcomed with company packets and stickers, HR forms a t-shirt that SAY, “CLASS OF (year of
joining)”.
- Employee given an iMac they they’re expected to set up themselves (bc they need to have that
level of smartness)
- Find their own way out by interacting with their coworkers.
- Presentation on secrecy called “Scared Silent”- head of security walks in and explains that if any
information is leaked, they will be fired instantly

4) State Grid Corporation

- Orientation based around revising policies of the company

- E.g.: equality in employment (same pay for men and women.)
- Employee welfare guarantee system and ensuring its fairness
- Paid leave system= 5 days. Maternity and paternity leave present
- Introducing culture into the work environment. E.g.: labor competition, team building, library
and home for staff. 10 grassroot teams to enrich the life of front-line workers.
- Awareness of mental and physical health. Regular checkups and establishing health records of
all employees.
- Warmth condolence activities: on new years or spring festivals, Home for Staff visits employees.
- Carrying out online-college training + examinations for all employees. Huge investments on
training of employees to improve the quality of the team
- “Employees Family”
- Activities like campaigns etc. to boost staff’s vitality. Carrying out competitions also for
employees.

5) Nestle

- Welcome video to introduce company

- Greeting mail by HR to introduce employee to HR functions New hire paperwork- bios of people
in leadership positions
- Blueprint for success- a guide to what is expected and how to achieve it
- Onboarding checklist- guide for employee and manager to make sure everything is going as
planned acc to protocol in the first few days
- Orientation program conducted
- Benefits information
- Health works introduction- health services provided. Information
- 401 K nestle saving website: subscription to savings account which can be monitored online
- Performance development guide: how to measure and improve ur own performance
- Acronym dictionary: clarifications regarding the acronyms and common terms used
 - 90-day review: feedback process after 90 days

6) General Electric Co

- Paired with Silk Route

- Key stuff: Improvement in employee productivity by
- efficient scanning and printing documents
- , preparing these for mailing/storage,
- review of returned hardcopy paperwork,
- communication back n forth with the onboarded employee to verify information
- Tracking of employees through the onboarding process and data entry. Employees onboarded
have also noticed an increase in productivity from as early as the first day in a new role.
- Onboarding in multiple languages available
- No formal training though
- Educate employee about the culture, business, training. Also, message from CEO.
- , benefits information. Buddy appointment, social media outlets.
- Personalization of different task for roles, location, department.
- GE Hire website: “talking head” welcomes and gives overview
- Document upload: has on-screen help, guidance, instructions

7) Iberdrola:

- Learning and cultural exchanges are constant to ensure effective human capital
- International mobility
- Model of training and professional development of new hires
- Gender equality
- Introduction of the integration of culture: supporting historical sites etc. also included
- Provision of scholarships etc.= introduction of benefits

8) Siemens:

- Trainings (Equipment company introduction, center related training, job training)

- Welcome and meet and greet by the entire team
- Culture of ownership
- Space for ideas and innovations. Diverse initiatives and entrepreneurial spirit.
- Have coffee with the manager and go through the introduction plan
- Must know what’s happening and when
- Get a buddy assigned
- Role and responsibilities are gone over w the help of the manager
- Lunch on the first day with the team in a relaxed environment @ the on-site canteen and local
eateries
- Setting up of laptop, phone and other equipment to ger familiar with your environment
- Checking up. After first da, first week, first month and the next few months accordingly
- Exploration of values and vision (egg: diversity. Educational opportunities, health management)
- Benefits of working in the company. Flexible hours
- Employees can come up to the HR to ask whatever questions they want
- Performance management first few months also
 - Group building during projects etc. for extra integration

9) Shell

- Meeting people.
- HR= answers whatever questions u have
- Presentation on shell’s purpose in action, values and vision.
- Welcome into a diverse environment.
- Opportunities for career development
- Contact w direct manager who helps you out with onboarding, shells processes etc.
- Feedback etc. weekly and monthly with the managers
- Negotiation of salary is available
- Lunch w the team. 1 hour break daily
- Professional development. Mentor available at work.
- Employee benefits information
- Company organization and operations
- Safety measures and regulations ethics at shell
- Visit of on-site facility
- Equal employment opportunity regarding race, religion, gender, creed, origin, demographics
- Performance appraisals present in terms of personality, leadership, professional ability, staff
work

10) Bank of America

- orientation program includes information on history, vision, culture and values. First day.

- Written on-boarding pkan. Informs employee about the procedures to be followed. Addresses general
queries

- leadership tools: helps recruits understand the culture of leadership, and the key people.

- important flow of information and expectation setting is carried out

- New Leader-Team integration carried out which helps accelerate the development of relationships
between employees

- key stakeholders check-in meeting: diagnose potential problems, receive developmental feedback and
develop solutions (quarterly)

- networking forums: intranet: helps people connect to the rest of the company

360 degree feedback: helps guage performance in basis of key indicator an feedback from supervisors (6
months)

Best Practices (local)

1) IBM
- Affirming: acceptance letter giveb
- Workstation is set up and coach is assigned before the first day at work
- Presentation is included in the acceptance letter only
- “first 30 days” : orientation, meeting with the team and required forms are filled out
- Intranet on-boarding platforms= “Your IBM”. Clarify queries and job clarity through that. Also
there to provide support to the employees
- Feedback to and from the coach regularly
- Progress updates frequently provision of support till the employee is fully integrated into the
workplace. Typically 1 year
2) Engro
- Introduce how the company is, what to expect etc
- What the company expects nd ehat the culture is like
- Basic regulations, policies nd culture of the organization. Add any new info they employee might
need
- HSE Orientation and training: info about base evacuation plan, HE policies and basic training
given
- Intranet: engro acc set up and basic information and training given regarding the intranet an
internet usage policies
- New Employee paperwork: provided before a person arrives in he first day. If not, done on first
day where his queries will be immediately addressed
- Welcome video: corporate orientation video highlighi=ting company’s achievements, vision and
ppl
- Greeting mail by HR sent
- First week: orientation manual given which cover the key employees, organization overview,
tips etc. focus on deprtment profiles. Provided through CD and hardcopy
- Notice in manual which includew the TR of specific employee. Provide them with complete
details of his pay structure.
- Meet leadership: introduce new hire to key people in the firm s they can form team-leader
relations. Be clear about roles, responsibilities and expectations.
- Peer meeting: introduce all the other employees so they settle in uickl and can get to work,
crucial for reducing employee turnover as cultural integration is important
- Information regarding benefits by HR and intranet.
- 1st month: initial check-in appraisals from supervisors, as well as feedback from the employee
- Perfornmace development guide for the employee, highlighting core areas which need to be
strong for a good eval. How to develop these strengths.
- 4 months: feedback session from the employee, update on his progress and constructive
criticism from both parties. Done during appraisal which comes months after the induction of an
employee
- Checklist provided to both the employee an the supervisor to check the details and ensue that
the procedure of on-boarding has been carried out.