EMPLOYEE ONBOARDING PART II

Maristelle Antoinela Castro

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 • Designating Mentor
Agenda for • Checklist for Employee
Onboarding
• Types of Employee
tonight’s report Onboarding
• Different Cadres
• Engaging Program
are the following • New Employee Follow-up

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 • A reliable ally or mentor
should be appointed to
guide new employees in a
friendly manner they are
Reliable Mentor facing as the new ones get
to be confused.
• Mentor should help new
employees over come the
adversities as one works in
a new place of
employment.
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 • Corporations should adopt
formal mentoring programs for
proactive approach during the
Formal on-boarding program for the
best reason.
Mentoring • Mentors should be competent
to increase employee
Process engagements and to help in
employee retention.

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 What does the Mentor do?
• When choosing a proper mentor for new employees is an
important tasks of the management.
• Depending on the SOP of the organization, the nature of
designating a mentor will be different.
• An employee called “buddy” will be assigned to a new hire
for orientation and onboarding process.
• The “buddy’s role” will the same as the mentor who is also an
officemate and experience than the new employee.

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• Mentors has to help the new employee to be one with the
company’s culture and social norms, and to perform
according to the nature of the job.
• He or she should help the new hires to continue and make
them more accustomed and effective in the task at hand.

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 • defining the goal for the mentoring
program
Some tips on how • assigning a qualified employee as a
mentor
• making the mentors take part in the
to mentor new onboarding process
• practicing patience while assigning
employees during mentors
• assigning both a buddy & mentor to the
on-boarding new hire
• building a good relationship between
the mentor & mentee

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 • Employee onboarding checklist helps in the
proper implementation of a well devised
plan.
• This also helps in making it an effective and
Checklist for efficient one.

Onboarding • For successful onboarding plan, a

comprehensive and well laid out plan
checklist is essential for the new employees.
• One should create a checklist to meet the
needs of the organization as well as the
nature of the job.

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 • Pre-arrival checklist (before the 1st day):
• After the employee accepts the offer, send them a welcome letter or e-
mail & also provide them a salary and benefits details
• He or She have to provide the necessary equipment and work wear as one

Types of
will give them a tour of the workplace.
• He or She makes arrangements to set up the phone, voicemail,
workstation & internet access.
Employee • He or She should inform and give necessary heads up to the security /
reception about the new employees.

Onboarding • He or She provides information about the new hire, their joining date,
background, etc to the current employee.

Checklist • Post arrival checklist (during & after the 1st day):
• It should contain all the items needed that can help one employee feels
comfortable.
• It also teaches new employees how to work in a new workplace and new
organizational culture.

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 First Day / First Week /
• First Day
• It leaves a lasting impact on the new employee.
First Month / First Year
• So every organization puts an effort to make its new employees welcomed and comfortable.
• Thus, making the employee feels welcomed and prepared to work.
• First Week
• After getting their initial assignment, new employees start to gain better knowledge about the organization & their role.
• As the employee’s work differs from organization to another, their adaptability with the new environment & people slowly takes place.
• It also teaches them the organizational culture and SOPs related to their job.
• First Month
• The employees get well trained with work schedule, duties & responsibilities, & targets in the 1st month
• The employee would develop, learn more about the org. & building professional relationships continually.
• They slowly move into the culture and norms of the organization slowly.
• They become conscious about their performance and expectations.
• First Year
• The employee will be fully engaged in his or her role.
• He or she uses their skills & knowledge to make their own decisions, performs to reach their goals, understands how their assignments may have an
impact on others in the company; & develops proper relationships amongst their colleagues.
• During at this period, he or she develops a level of autonomy which they will have a better understanding of their organization’s culture & mission.
• Lastly, the employee would have started to feel comfortable in company.

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 Onboarding:
meaning & kinds
• Onboarding programs are used to introduce a new employee to the company and make them prepare for constructive goal in achieving the organizational
goals. It can be different from organization to another, nevertheless it has the same objective.
• Kinds of onboarding:
• Orientation
• It happened when the new employee completes the required formalities like documents & receives their employee handbook. Some requires
formal trainings, mentoring programs, management involvement, etc for the senior level employees.
• Regular employee onboarding
• One should have an active role in the organisation that has required knowledge, skills & behaviors in the process. About 50% of hiring failures in
the lower level management with 1.5 year of joining, employers should be sure that their employees aren’t one of them who look for changing
careers annually.
• User/Consumer onboarding
• It means that a process is used to increase the likelihood of a new use successfully after using your product/service after buying.
• RETENTION has an important part of the marketing strategy in your organization.
• With massive competition in offering prices in the market, thus user retention is also important because such product has a lot of alternatives.
• Due to a decrease in sales or misunderstanding of the consumer on their products, most businesses lose their users within 1st 2 months of the
purchase.
• Client Onboarding
• The factors such as client experience, their service, & relationships have a direct impact on client onboarding.
• B2C & B2B companies will do this important function.
• Expectations. goals, objectives & grasp of your product and service you offer can vary from client to client.
• It is important to include a selfintroduction during onboarding program.

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 Types of Cadres
• Onboarding for Juniors
• Sending out an e-mail to everyone in the organization so they can prepare to welcome the new hire.
• Setting up the computer & configure the new e-mail account.
• Setting up the phone system & give instructions for using the voicemail & all other communication as needed by the new employee.
• Having a stack of business cards ready.
• Assigning a workstation (provide a name plate if needed).
• Helping the new employee learn names and jobs; make them an informal org chart of their department.
• Onboarding for Managers
• Giving them the handbook and other materials needed.
• Providing them a “day before” meeting or call.
• Get the paperwork out of the way.
• Onboarding for Directors
• It usually given by corporate secretaries with an input of the chief of HR officer.
• If the new board member has a prior general training in the role of a director, the induction can focus on the company, services & how
it operates.
• The new director should ideally open some time at HQ with senior executives.
• They encouraged to have onsite visits to see the operations on the ground.
• They may contemplate having an informal mentor program which pairs a new director with a more experienced one who can provide
a POV on the boardroom activities.

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 Engaging program
• Employee onboarding & engagement should always go hand in
hand.
• The program to be implemented by na employee should keep them
engaged during the onboarding the day.
• Onboarding can be done like having simple checklists and keeping
them involved in the company culture and help to promote a high
functioning team.
• Generally, management don’t need to focus because they can’t
expect the return immediately and the retention gains are also not
convincing. But it is directly related to company’s tales and if it
doesn’t have good team in place then expect it to fail.
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 Creating an
engaging program
• Quick surveys
• It will provide a good basis in comparing purposes at the conclusion of formal onboarding efforts.
• Individual career growth plans
• Engagement comes from employees feeling like they are respected and having a stake in the success of
the company.
• Creating a career/growth plans help coz it not only gives new hires success benchmarks but simply asking
how you can support them to make them loyal to you.
• Leaders’ accountability
• When an employee complains about work or encounters a problem, its usually with the manager.
• The shortage of good, quality mentors and leaders in the workforce today is directly proportional to the
shortage of employee loyalty; it’s a cause and effect.
• Future plans
• Satisfied employees are getting a paycheck but engaged employees are contributing to your mission.
• To be engaged, your employees need to know their performance targets and the mission of the company
beyond making profit.
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 Different ways of engaging
your employees & its benefits
• The HR can resort to these strategies in creating more effective and
more engaging onboarding experiences
• Providing opportunities for practicing.
• spreading out
• personalizing the experience.
• starting ahead.
• Benefits of employee onboarding program are
• more productive employees
• loyal employees
• better information retention
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 New employee follow up
• Following up of an employee is an important step for
effectively implementing a program.
• Even employee onboarding needs this step to be followed.
Managers should be involved in the process with their new
colleagues so that they can implement any changes or not in
the training process. Meeting with new employees should be
consistent and be able to help them in solving their problems.
• It should be done after 30 days of hiring the new employee;
this allows the initial expectations are met and the new hired
can also share their expectations are also met.

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 preparation, setting
& 2-way conversation
• Preparation
• In case of any meeting, make your new employee engage in the meeting
by arranging fora talk. Before preparing for a scenario like “everything
cool?” or spend a few minutes from your part of the 30-day check in too.
• Setting
• It is important to talk with your new staff in an appropriate space and
the timing. Take note: don’t talk with them on the corner of your new
employee’s table.
• 2 way conversation
• A good conversation should be 2 ways. Make sure that the 30-day check is
not the only chance for you to give your feedback but give time to your
new employee to start the conversation before your have your chance.
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 listening carefully, encouraging
them, & following-up
• Listening carefully
• Active listening is important in any conversation like during the initial interview.
Before giving your feedback re: general observations, relate the conversation with
the success expectations that you would have pointed to them earlier.
• Encouraging them
• Normally 30 days are not enough to make any decisions. Make them feel that
you’re on their side during the feel flowing conversations or at the time of
awkward silences or any great pieces of difficult feedback and prove that you’re
ready to help them in meeting their objectives.
• Following up
• It takes place after 30 days check in. IF you have promised any changes,
investigate and speak with the other members or taking responsibility on
answering a query of your team member, make sure you will fulfill it and try it
with in a short period.

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 Tips for effective followup
• Ask your employees how they would like to have follow-up
conducted.
• Allow your employees to be creative with their own ways to reinforce
the training and new skills they learned. Be supportive & receptive to
their ideas.
• Assign periodic assignments on different topics from training.
• Assign a mentee to each employee who attended the training. Ask the
employee to teach one topic per week to their new coworker.
• Encourage your managers & supervisors to put the skills they learned
from training into practice immediately, thus leading by example.
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 Tips for effective employee followup
• You want the training to be fresh in their brains.
• Be attentive; observe your employees in action as they put
their new skills into effect.
• If your employees develop action plans, as part of their
training, meet them individually to check their progress.
• Put together a short survey and email it to your employees to
get the feedback.

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 Summary
• Onboarding is a comprehensive process for integrating new appointed employees in a
company and familarizing them with the organizational culture and work environment.
• It can define the necessary improvements for the readiness, fit and performance of
every employee who takes a new role in the company.
• To make the new hires productive from day one, the HRD must ensure that new
employees are provided education, information and tools to perform their job
effectively.
• An effective onboarding process turn new recruits into assets of the company.
• On a company intranet, one can make available to new hire multimedia such as
videos, podcasts that states your organization’s mission-vision, over goals, values, &
employee’s testimonials.
• The mentor’s purpose is to help the new employee quickly absorb the organization’s
socio-cultural norms and act according to the nature of the job.

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Thank you.

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