2 Onboarding can be defined as a strategic process that enables, facilitates and assures new associates are successfully merged into the company. Onboarding is not just a system, it is an overall process.
3 Onboarding Not a one time event 1 or 2 days with HR Long term focus Deliberate and strategic not a check list Designing a process that prepares employees well and leaves them feeling good about their decision -preparing them to succeed -information and knowledge transfer -engagement -respect and value -pride in the company -productivity and retention
4 The Business Case for Onboarding Did you know... New hires decide in the first six months if they are going to stay with a company. New Hires that go through strategic onboarding 87% are less likely to quit within 12 months Have a 20% increase in engagement Are 79% more productive Have a 20% increase in discretionary effort Research shows that effective onboarding has 4 times more power than compensation in winning discretionary effort from new hires 4
5 Current New Hire Perspective about our current process Survey feedback from Milliken new hires: Too much Paperwork Not enough time spent reviewing benefits Not organized or streamlined Too much time spent sitting in a conference room Not enough information about the company, especially product and market information Much of the paperwork could be done before hand giving me more time to ask questions. Department orientation was a disaster. Got the impression that their was no plan or owner for her department orientation best part was time with HR (one-on-one) and Guest House worst part was experience with division. 5
6 Best Practices 1) Make the onboarding process (experience) formal but -Create an inspiring and interesting experience that reassures new hires they made the right choice 2) Extend the onboarding process over several months -it is not a stand alone event 3) Use technology to enhance the process esp. the initial information and knowledge transfer to new hires 4) Have ownership of hiring managers onboarding new employees is a core competency of managers
7 Your Role: It is critical for the new hire to build a relationship with their manager. The manager needs to help the new hire understand their: role responsibilities how they can contribute to the company meeting its goals. Serving our associates the way we serve our customers
8 Connect2Milliken Key Changes that will affect you!! Connect2Milliken Site 8
9 SUBJECT: Connect2Milliken Onboarding our New Hires March 28, 2012 will be GO LIVE for Milliken s innovative Onboarding process for our U.S. administrative and management new hires. Our design and implementation team has been working since January 2011 on a web-based Onboarding process. For years, the new hire orientation process occurred on their start date. Connect2Milliken will enable us to begin Onboarding our new hires on the day they accept our offer. New Milliken associates will be able to: Learn about the company s mission, culture, and core values prior to their start work date Complete 90% of all new hire paperwork on line and prior to their start work date Spend more time networking with their hiring manager, team, and department on day one and less time in a conference room reviewing and signing forms Be more engaged and productive Hiring managers will need to fully understand how Connect2Milliken works and what new hires will be doing before they arrive on day one. You will play a more active role in the Onboarding process for your new hires. The onboarding team or HR will be meeting one-on-one with Hiring Managers that are currently hiring. Also, the team is developing a narrated Powerpoint presentation which will give you helpful information on the new process and your role. You will receive the presentation soon. Your HR department will be trained on Connect2 Milliken and will be able to answer any questions you have. Effectively and successfully Onboarding our new associates is a critical part of your role and of Human Resources. We believe Connect2Milliken will provide Milliken with a unique and successful process to accomplish this.
10 Connect2Milliken High Level View Start New Hire Accepts Offer HR transfers NH from erecruiting to SAP and does hire action Milliken sends a daily file of new hire info to Enwisen HR, Review Preparing for your New Hire Checklist Enwisen sends an to the NH with userid and pw & to the Hiring Manager Preboarding NH logs into Connect2Milliken Automatic s to NH, HR Admin & HR Mgr, Hiring Manager NH sees WELCOME TO MILLIKEN splash page (inc. instructions for the navigating) NH begins Tour 1 Note: Connect 2 Milliken is comprised of 2 Tours Tour 1 completed prior to start work ; Tour 2 completed on first day of work Tour 1 Steps Who We Are CEO Video Personal Information Emergency Contact Interest & Other Information Your Benefits Pre-existing Conditions Insurance Options Harassment Policy Notice of Privacy Safety Company Rules Company Internal Notifications Associate Agreement Relocation Career Development Preparing for Your First Day I-9 W-4 State Tax Withholding Direct Deposit Personal Responsibility Acknowledgement Summary Thank you HR & Hiring Manager Monitors progress (consoles) First Day of Work Arrives NH comes to HR Onboarding NH begins Tour 2 Tour 2 Steps Welcome To Milliken Important Information To Know o SLT Org Chart-example o Internet & Guidelines-example o Milliken Period Calendar-example Thank you HR Checklist for other key tasks Hiring Manager Checklist & Portal Note: Target audience- Management & Administrative
12 Connect2Milliken Activities and Responsibilities by Roles Hiring Managers: Monitoring new hire progress ing and posting messages
13 Connect2Milliken Dashboard: View charts with a high-level overview of your new hires: # of Tours in Process # of Tours Not Started # of Workflows in Process
14 Connect2Milliken Hiring Manager Console : This is where the Hiring Manager will monitor their new hire.
15 Hiring Manager Portal Hiring Manager Checklist, Preparing for your new hire Key articles for Best Practices for managing new hires Performance Management examples Onboarding Schedules Log in to Connect2Milliken Training Materials related to onboarding
16 Connect2Milliken Touch Points: Part 1: Weekly and Bi-Weekly Touch Points Suggested questions: 1. What has gone well over the last few (days or weeks)? 2. Are things going the way you expected? 3. What s been your major learning, insight, or discovery so far? 4. What would you like to have more of? What would you like to do differently? 5. What are your goals for the next week/month? 6. What has been a frustration for you? 7. How can I help? What do you need from me? How can I support you? What training, resources, etc, could I provide to help you succeed?
17 Connect2Milliken Part 2: 90 Day Touch Point Facilitate a 1 hour meeting at the end of the first 90 days. Suggested questions: 1. What were your initial impressions when you joined Milliken? 2. What s working? What s not working? 3. What is still unclear that you need clarification around? 4. Tell me about your rewarding experience(s) or interaction(s) you had over the last three months? 5. What possibilities exist that we haven t thought about yet? 6. How has the role of the buddy assisted you with your Onboarding process? 7. What are your goals for the next few months? 8. What challenges are you struggling with? 9. How can I help? What do you need from me? How can I support you? What training, resources, etc, could I provide to help you succeed? Part 3: 6 months Touch Point 1. What achievements are you most proud of? 2. What s the smallest change that could make the biggest impact? 3. What are your goals for the next few months? 4. What part of the work presents the most challenge for you? 5. What new projects interest you? 6. Is there anything else I can do to help? Do you need anything to make your work easier? Do you need anything to be more successful? 7. How do you want to stay in touch moving forward?
18 Connect2Milliken Benefits to Milliken & You Standardizes the Associate Experience Associates throughout the company receive a consistent message and experience a consistent process. Reinforces our image as an Innovative company Messaging from CEO & others Branded company materials, videos Use of technology Facilitates preparation for new hire arrival..and beyond Associate begins connecting with the company as soon as the offer is accepted Impacts discretionary effort, productivity, and retention of new hires Will increase morale, productivity and engagement for the new hire
19 Connect2Milliken Path Forward Training for HR Community Training for hiring managers Customize by business Deploy globally Implement for Production associates Investigate a central site to communicate and deliver HR services to our associates via portal Opportunities to further enhance the associate experience Key metrics Survey new hires Working with the Corporate Leadership Council to measure improvements Serving our associates the way we serve our customers
20 Connect2Milliken Integrity Sustainability Quality of Life Ethics Innovation Unique Insights Deep Science Meaningful Design Quality Products Quality Services Quality Experiences Excellence Leadership Market Leader Economic Leader Partnerships
Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders
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