November 15, 2012
Provide a roadmap to
assist in the
development of new
associate
Identify Common
Policies
Integrate self-directed
learning and
mentoring/coaching
2
Self
Directed
Learning
Talent
Development
and
Engagement
Mentoring/
Coaching
3
Congruency with vision, values and mission
Efficient use of time and dollars for talent development
Increase employee engagement and core competencies
Develop link to performance
Ensures consistency in work processes
4
Engagement
Begins Day
1
Need to Do
New
Associate
Need to
Know
Need to
Experience
5
Majority of American Workers Not Engaged in Their Jobs
Highly educated and middle-aged employees among the least likely to
be engaged
Source:
http://www.gallup.com/poll/150383/Majority-American-Workers-Not-Engaged-Jobs.aspx
October 28, 2011
6
Aberdeen’s Findings:

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
The top 20% “best-in-class” (BIC) organizations achieve stronger onboarding results than do the
lagging bottom 30% of organizations.
◦ Employees who have been with company for one year or less rate themselves as “highly engaged”:
BIC: 89%, Lagging: 25%
◦ New employees achieved first performance milestone within the agreed-to time period: BIC: 87%,
Lagging: 21%
◦ New employees receive a rating of “exceeds” in their first performance review: BIC: 67%, Lagging
20%
The best in class organizations onboard more employees than do laggards.
◦ Percent of companies that onboard 80% of employees: BIC: 68%, Lagging: 35%
The best in class organizations apply more rigor to onboarding than do laggards.
◦ Formal process to ensure all relevant stakeholders know what is expected of them to ensure new
employees arrive on day-one ready to be productive: BIC: 79%, Lagging: 50%
◦ All relevant stakeholders (e.g. hiring managers, HR, all interdependencies) know how they can
impact each new employee (in employee’s early days): BIC: 64%, Lagging: 24%
◦ Data from the recruiting process is integrated with the company’s performance management
process: BIC: 41%, Lagging: 13%
Source

Aberdeen’s full report by Kevin Martin and Justin Bourke is available at www.aberdeen.com.
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1.
Identify what new hire needs to know
 Job and team expectations
 Understand accountabilities
 Work process specific to the job
2.
Identify what new hire needs to experience
 Sense of teamwork
 Respect and valued
 Connection to the company
3.
Identify what new hire needs to do
 Be productive
 Become a highly valued contributor
 Demonstrate values and commitment to the mission and vision
8
Know
Experience
Do
9
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Compile a list of common policies
Identify staff to include in orientation training (i.e,
managers, buddy, team leaders)
Develop a list of key leaders
Determine self directed materials, ensure time slotted for
coaching and mentoring
Identify on-boarding timelines
Develop check list
Develop mentoring/coaching working agreement
Identify strengths, transferable skills and opportunities
Develop transition plan from prior position to new position
if internal move
Set up work space, access to drives and documents
10
Q
A
11