Introduction to SilkRoad
Connecting People to Business Success
Kasey D. Konkright – Expert Services
Tina Kutach – Employee Experience Guru
• Launched in 2005
• Headquartered in Chicago plus 19 global locations
• 450 employees globally
• 2,000 customers worldwide
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#1 Global onboarding solution
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Deployed in over 50 Countries
17 Available Languages
Automate and manage all employee life
events
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Onboarding and offboarding
Mergers and acquisitions
Transfers and rehires
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Workflow smart logic delivers a unique
experience to every user
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Completely employer-branded
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DHS certified for I-9/E-Verify processing
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Session Topics
• What and Why of Onboarding
• Benchmarking for Success
• Formalize Your Onboarding Process
• Leverage Technology
• Key Take Away
What Does your Onboarding Process
Look Like?
Onboarding Defined
Strategic process designed to attract new employees, reaffirm
their employment decision, acclimate them into the
organization's culture, and prepare them to contribute to a
desired level as quickly as possible.
Benchmarking for Success
Key Drivers
Business Drivers
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Streamline, Track, Update
Decentralized Process Across and within regions,
Culture of Innovation
General HR Mandate for Automation
US Compliance
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Initial driver was the need for automated I-9 Processing
Deliver a consistent process for the nearly 4 million temps annually
Auditing for Client and Internal
Eliminate paper & processes to reduce cost & time
Improve government, legal and client compliance
Surprise I'm Here?
25% couldn’t log onto the
network
29% didn't feel prepared
the first day
28% didn't have sufficient
introduction to culture
20% didn't know how to
find company resources
Manager/Team was not involved in onboarding
27% of the time
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Yesterdays Worker
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Todays workers
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Benchmark: Onboarding Automation
Getting Connected
Duration of Onboarding
85%
of Respondents had a formal Onboarding process.
80% of respondents indicated
26%
that they spend 3 months or less
on their onboarding process.
indicated they spend 1-3 months
onboarding.
which was the largest group
9% of respondents indicated that they spend 1 Year.
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Existing Employees
Full-time employees actively
searching for a new job or open to
new opportunities
- CareerBuilder 2013
The Re- Defined Onboarding Experience
Prepare
Engage
Develop
Enable
Cultural
Mastery
Interpersonal
Network
Development
Early Career
Development
Strategy Emersion
and Direction
Governance and Administration
Hire
Target, Inform, Engage throughout
Retire
Transitions being managed through
process.
66%
Employee
Offboarding
56%
Employee
Transfers
31%
Mergers and
Acquisitions
Cross-boarding
Source: Aberdeen Group Onboarding, March 2013
Onboarding
• Wanted end to end solution rather that
existing point solution approach.
• Time was a big one we had 26 forms to
manage manually
• Getting our culture to the new hires was
huge , with highly competitive positions
we needed to keep them engaged.
• All of our locations are remote so without
automation the local workload was time
consuming.
Learning
• When we reviewed our priorities and
looked and the employee lifecycle from
start to finish “Learning Management
started during Onboarding.
• Compliance was a big driver for LMS
automation(State and National Boards).
Examples of mandatory training: Elder
Abuse, Resident Rights, Blood born
pathogens, HIV/Aids
• Department of health can walk in and
request audits.
Barriers
Take Away
Establish Clear Ownership
Onboarding is one areas of talent management that falls between pre-hire
and post- hire initiatives. When clear ownership is defined your more likely
to designing and implement a process that aligns with business objectives.
Extend the Onboarding Process
In order to drive business results , onboarding should extend beyond a
one day or one week orientation
Align Onboarding with Learning Initiatives
Create a strong correlation between onboarding and learning. Both of these
initiatives share similar objectives including increase productivity.
Getting Started
Onboarding Process Framework
Start Before
Day 1
Make it
Interactive
and Fun!
Socialization
Extend it
Beyond Day
1
Assign a
Mentor
Get the
Manager
Involved
Measure
the Impact
Automate
the process
5 Keys to Success
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Onboarding Success
Tina Kutach
Global HRIS Manager Woodgroup
Mustang
Where We Were
• New Hires:
• Sitting in the HR conference room for 3-4 hours, reviewing
policies and manually completing forms
• Seldom did the new hires show up with everything
required to “hit the ground running”
• Forgot proper identification for the I-9, forgot to bring in
bank information for the direct deposit form, etc.
• Comments on new hire surveys reflected a broken process
and a general dissatisfaction with our onboarding
procedures.
Where We Were
• Managers:
• Quite often were not ready for the new hire
• IT entitlements were rarely executed in a timely fashion
• No computer, no phone, no e-mail when new hire arrived
• Workspaces were not cleaned, prepared and ready for use,
if available at all.
• Not aware that they were responsible for managing these
processes.
• Lowest marks received on the new hire survey
• Not ready for me when I arrived!
Where We Were
 Human Resources:
◦ All new hire paperwork was actually paper
(manual processes)
◦ Using checklists to make sure we had everything we needed from
the new hire
◦ Payroll information had to be faxed to the payroll data entry
administrator
◦ Providing the new hire with paper copies of all policies and
procedures, some up to 30 pages in length
◦ Had to remember to send the new hires additional information after
their start date (i.e. online payroll information, new hire survey,
training requirements)
Why Electronic Onboarding?
• Needed a global solution that could support
several different languages
• Needed the ability to eliminate as many manual
processes as possible
• Needed a system that allowed for continuous
improvements
Immediate Benefits
• Reduced non-value added orientation time by 90%
• 4 hours to 30 minutes (human touch still needed)
• Local facility portals allow for new hires to walk in knowing much
more about their workplace
• Web-based system gives the new hire the opportunity to review
the information from the comfort of their home, around their own
schedule
• Friendly reminders to hiring managers so nothing “falls through
the cracks”
• Greater transparency and alignment among managers, HR and
new employees
Immediate Benefits
• Eliminated 95% of the paper forms used prior to implementation
(135 sheets per hire)
• No longer required to fax payroll information
• Utilization for post hire activities
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Ordering business cards
New hire survey
Required e-learning
Quality of hire questionnaire
• Annual cost savings of $250,000+ (350 events)
• Reinforcement of our vision, mission and values + our employment
brand
Closing Comments
Call to Action
Without a doubt, this hyper-competitive era demands that organizations
think “beyond onboarding,” to consider more effective management
of the full employee experience and its affects on the business and
their most valuable asset their talent. Let us show you how to make the
case and why its important.
HR professionals are challenged to help run, grow, and transform more
diverse organizations than ever.
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Onboarding Re-Defined
Successful Onboarding is not simply an improved
orientation to the organization. It is a total system for
success that is woven into the entire experience in the
course of your new hires’ first year and beyond.
Thank You!
Proprietary and Confidential
This material is proprietary to SilkRoad, inc. It contains
trade secrets and confidential information which is solely
the property of SilkRoad, inc. This material is solely for the
client’s internal use. This material shall not be used,
reproduced, copied, disclosed, transmitted, in whole or in
part, without the express consent of SilkRoad, inc.