Mövenpick Hotels and Resorts On-boarding programme
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1 Mövenpick Hotels and Resorts On-boarding programme Best Initiative in People & Talent Management 2014
2 Introduction On-boarding is the process by which new employees become adjusted to the social and performance aspects of their jobs quickly and smoothly and learn the attitudes, knowledge, skills and behaviours required to function effectively within an organisation. There are a number of phases through which a new employee moves through when starting in a new workplace: From pre-employment through to the first 90 days. Mövenpick Hotels & Resorts has been building and refining each of these phases over a number of years and we now feel that our On-boarding process is a comprehensive, robust, engaging and effective series of activities.
3 Presentation and objectives Describe which area is concerned? Our On-boarding process: Momentum Welcome to Mövenpick Hotels: For all new employees Two week induction checklist Welcome to Mövenpick Area Office: For all General Manager direct reports Welcome to Mövenpick Corporate Centre: For all General Managers, Area/Corporate Centre Directors and Vice Presidents Momentum, preemployment website Welcome to Mövenpick Hotel Induction Two week department induction checklist / or Manager s appointment schedule. Welcome to Mövenpick Area Induction Welcome to Mövenpick Corporate Induction Start date
4 Presentation and objectives What are the main innovative aspects and the main advantages? We see the three main innovative aspects within our On-boarding process being: 1. Momentum 2. Welcome to Mövenpick Area Office: For all General Manager direct reports 3. Welcome to Mövenpick Corporate Centre: For all General Managers, Area/Corporate Centre Directors and Vice Presidents 1 Momentum, preemployment website Welcome to Mövenpick Hotel Induction 2 Two week department induction checklist / or Manager s appointment schedule. Welcome to Mövenpick Area Induction Welcome to Mövenpick Corporate Induction 3 Start date
5 Presentation and objectives Who introduced the initiatives? Jean Gabriel Pérès, President and CEO, introduced the Welcome to Mövenpick Corporate Induction programme. Craig Cochrane, Senior Vice President Human Resources, introduced the Welcome to Mövenpick Area Induction programme and Momentum pre-employment website. Alex Rawson, Vice President Talent Development, introduced the Welcome to Mövenpick Area Induction programme and Momentum pre-employment website.
6 Presentation and objectives When was it developed and implemented? Welcome to Mövenpick Corporate Induction Two week induction checklist (revised) Welcome to Mövenpick Hotel Induction (revised) Welcome to Mövenpick Area Induction 2014 Momentum, pre-employment website
7 Presentation and objectives What are the main advantages of this initiative? The main advantages of our On-boarding process is to guide our new employees through the transition from one place of work/study to another place of work carefully, quickly and effectively. The new employee will then adjust to the social and performance aspects of their jobs quickly and smoothly and learn the attitudes, knowledge, skills and behaviours required to function effectively within an organisation.
8 Presentation and objectives Which staff categories are concerned? All new employees joining Mövenpick Hotels & Resorts.
9 Presentation and objectives How many structures are concerned? All Hotels Corporate Centre in Zürich Area Offices in Zürich, Cairo, Dubai and Bangkok Location of our offices and operating hotels.
10 Presentation and objectives Did you use external partners to develop the program? Yes. Grass Roots - Creative and technical input when designing the Momentum elearning content.
11 Implementation and Control Which implementation procedure will be used to develop the concept in the hotels? elearning in ten languages for Momentum, our preemployment site. Classroom delivery for the Welcome to Mövenpick Hotel, Area and Corporate induction programmes. On-the-job training during the two week department induction programme.
12 Implementation and Control What are the scope and deadline of the sessions and programs of necessary training? Momentum, preemployment site 1 hour Invitation sent to the employee upon signing a contract with Mövenpick Hotels and Resorts. Welcome to Mövenpick Hotel Induction 1 day New employee to attend within the first month of employment. Two Week Induction Checklist 2 weeks Department training is conducted with the first two weeks. Or a manager has a schedule of appointments. Welcome to Mövenpick Area Induction 2 days A new leader attends within the first four months of employment. Welcome to Mövenpick Corporate Induction 3 days New leader attends within the first six months of employment.
13 Implementation and Control What are the scope and deadline of the sessions and programs of necessary training? Momentum, pre-employment website: 1 hour Welcome to Mövenpick Hotel Induction: 1 Day (average, once a month) Welcome to Mövenpick Area Induction: 2 days (three times a year) Welcome to Mövenpick Corporate Centre Induction: 3 Days (twice a year) Welcome to Mövenpick Corporate Centre Welcome to Mövenpick Middle East & Asia Area Welcome to Mövenpick Middle East & Asia Area Welcome to Mövenpick Middle East & Asia Area
14 Implementation and Control What is the total cost of the implementation? Momentum elearning: CHF25,000 WTM Hotels: no cost WTM Area and Corporate: flights and accommodation for each delegate
15 Implementation and Control What procedures are used to control and evaluate the project? 1. Momentum: Online feedback 2. Welcome to Mövenpick Hotels, Area and Corporate: Post course questionnaire 3. Employee Engagement Survey: Learning & Development questions
16 Results, Impact and Staff Response How are employees informed about this initiative? Momentum: A personal invitation sent after signing an employment contract. Welcome to Mövenpick Hotel, Area and Corporate: A welcome letter from the HR department
17 Results, Impact and Staff Response What was the staff s response? Some quotes: Momentum This introductory tool is very helpful. The company philosophy is explained in detail which deepens and strengthens my existing knowledge. Welcome to Mövenpick Corporate Induction These days were really informative and I am looking forward for the coming projects with you and the Mövenpick Hotels & Resorts team. It was a great pleasure to attend the WTM event which added new knowledge and experience to me. I had a great experience during my stay. Thank you ali for a well organized induction, it was filled with kind hospitality and family atmosphere; I was overwhelmed with your courtesy. Welcome to Mövenpick Area Induction I'd like to say thanks for the opportunity to arrange me this trip to Dubai and for a truly fabulous, informative two days where I found so many wonderful new resources and met so many super people. You were extremely thorough in explaining Mövenpick Hotels & Resorts vision, goals, objectives and the future development opportunities and even your personal backgrounds. Now that I have a better idea of the company and owners expectations and I am even sure that I joined for an excellent company which give me full energy to figure out how to move forward in the most effective way to increase revenue, quality, guest and employee satisfactions. I really appreciated the genuine approach of all of you that made me feel very comfortable being part of the team.
18 Results, Impact and Staff Response Have you reached all the goals that were set? Not yet. The next phase is to implement our Welcome to Mövenpick Area Induction programme for General Manager s direct reports in Europe and Africa.
19 Results, Impact and Staff Response Can you measure the impact and the results of the initiative? Yes. An indication of whether our learning tools enhance the employee experience provided by one learning and development question in the Employee Engagement Survey. Employee Engagement Survey question: Learning and development is given a priority in my hotel % 79% 81% Survey to be conducted in November 2014
20 Program Persistence What is the level of durability of the initiative? Momentum, preemployment website This website can be modified and updated to remain relevant for many years to come. Welcome to Mövenpick Area and Corporate Office events These activities demonstrate an important part of our company culture a personal touch and therefore are fully supported by the senior management of the company. Two week induction checklists These activities do not have a cost attached to them and are part of a process and so are very durable and will remain in place
21 Program Persistence Are you planning to go further with an additional or complementary stage? Yes. Overtime, we will enhance our On-boarding process by introducing: 1 Momentum, pre-employment website Additional languages More Area, Country and Hotel specific content 2 Welcome to Mövenpick Area Induction Launch for General Manager s direct reports in Europe and Africa Day follow up Formalise follow activities online and face-to-face after the first three months of employment.
22 Program Persistence To which extent this initiative is a part of your communication strategy? Mövenpick Hotels & Resorts actively communicate its internal learning and development activities on sites such as Linked In and in our monthly global employee newsletter, The Insider. President & CEO message Natural Enjoyment Hero Stories of the month Learning and development journeys
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