Onboarding! Powerpoint Presentation

On-Boarding basics for successful employee assimilation.

1. Successful Employee Assimilation

2. Agenda
Introduction
On-Boarding Basics
Case Study
Moving Forward
Training Evaluation

3. On-Boarding Framework
22% of new employee turnover occurs in the first 45
days of employment (The Wynhurst Group)
4% never return after the first day on the job (Society
for Human Resource Management, SHRM)
In first 6 months: new employees make their decision
whether or not to stay (Monster.com survey)
The cost of losing an employee in the first year: 1 ½ to
3 times their annual salary (The Wynhurst Group)

4. On-Boarding Framework
Employees who experience an On-Boarding program
are 58% more likely to be with the organization after
three years.
Why?
 Facilitates: Strengthening of workplace culture,
Greater job satisfaction,
Better job performance,
Workplace stress reduction.

5. Mechanism through which new
employees acquire the necessary knowledge,
skills, behaviors, and relationships to
become effective organizational members
and insiders.

6. On-Boarding Assumptions
New Employee
Characteristics with
correlation to
On-Boarding success,
Proactive Personality
Openness
Conscientiousness
Extraversion
Agreeableness
Neuroticism
Curiosity
Greater Experience Levels

Credit Union
Accurate job description
Environment is work
ready
Provides support and
resources
Manager
Buddy?
Mentor?
Human Resources
Transparency
Values
Roles
Norms

7. On-Boarding Assumptions
On-Boarding is relational:
Relationship building key part of process
Informally through talking at break time
Formally through taking part in pre-arranged events
Benefits
Greater Job Satisfaction
Better Job Performance
Decreased Stress

8. Phases:
Recruitment
First Day
First Weeks
First Months
Assimilation

9. •Begin telling organization’s story
•Communication
•Some relationship building
•Transparency
•Integrity

10. •Work area prepared,
•Desk and equipment in place,
•Introduced and greeted in department,
•Beginning of role clarity,
•Buddy assigned.

11. •Employee presented with history, mission,
vision, handbook and norms of
organization.
•Position training in full swing,
•Role Clarity
•Self-efficacy
•‘Buddy’ in place

12. •Move toward full assimilation,
•Structured orientation/compliance
programs;
•Relationship & team building
encouraged.

13. •Social acceptance,
•Knowledge of organizational structure,
•Received performance feedback,
•Mentor – when appropriate
•Employee development;
•early assessments

14. Case Study

15. Case Study
Exercise

16. Goals: Increase member services and
embrace organizational culture/change
1. Select data used to measure results
2. Get agreement on what kind of On-
Boarding will have greatest impact
3. Design and develop an On-Boarding
Program for MIT Credit Union

18. References
Retrieved from
http://en.wikipedia.org/wiki/Onboarding
Noviello, Maureen. On-Boarding Presentation, CUNA
HR/TD Council, April 12, 2011.

19. Further Reading
Cooperrider, D., Whitney, D., Stavros, J.M. (2008)
Appreciative Inquiry Handbook: For Leaders of
Change, 2
nd
Edition. Brunswick, Ohio: Crown Custom
Publishing, Inc.
Cameron, K., Dutton, J., Quinn, R., Editors (2003)
Positive Organizational Scholarship: Foundations of a
New Discipline. San Francisco: Berrett-Koehler
Publishers, Inc.