Effective Employee Onboarding

Transcription

1 Effective Employee Onboarding Building Blocks for Supervisors Series Onboarding your new employee n Why is conducting an effective onboarding program so important? n Components of an effective program n HR Orientation n Campus tours and events n Most important-what the supervisor does on the first day or two So what gets in the way? n Time constraints n Demands of the job n Don t know how n Don t know they should (their supervisor didn t do it) 1

2 Objectives of employee onboarding n Help them identify with employer n Help them understand values and priorities n Build a positive attitude n Avoid misunderstanding Objectives of employee onboarding (continued) n Make the employee feel valued n Encourage a sense of belonging n Reduce anxiety n Set expectations n Decrease the learning curve Supervisor s role n Make a good first impression n Familiarize with culture n Cover the basics of the job Be prepared! 2

3 New Employee Orientation (HR) n First day of month (or last working day prior to first) n Campus culture n SEU policies & procedures n Holy Cross Mission & Values n Benefits orientation 1) Go to online New Employee Onboarding page of HR web site u u Click on Supervisor s Responsibilities u Review Supervisor s To-Do List for New Employee Onboarding 2) Send New Hire Details Form to your HR Generalist u HR will send job offer letter (includes instructions for completing new hire paperwork) u HR will send background check consent form 3

4 3) Schedule appointment with HR Generalist for paperwork processing u On employee s first day u If employee is available prior to their first day, have them directly contact HR u Remind them to go to new employee onboarding page 4) Complete the New Hire Notice n Obtain necessary signatures n Submit New Hire Notice and employee s SEU application to HR at least 5 working days prior to start date. n You will receive an with your new employee s ID number once the documentation has been processed 5) Save the date for New Employee Orientation n HR will schedule this orientation with the employee n You will receive an with the meeting details n 1 st day of month (or last working day prior to end of month) 4

5 6) Review Supervisor s To-Do List for New Employee Access n Some services can be requested even if employment documentation has not been processed by HR. n Computer hardware and/or software n Telephone and voic access n These services require HR processing of employment documentation n Hilltopper ID Card n Parking Permit n Computer access n New Employee computer training This means that forms MUST be received 5 working days prior to start date in order for access to be available on start date. 7) Review Preparing for Your Employee s First Day 8) Review Supervisor s Guide to New Employee Orientation 5

6 Your employee s first day of work n Tell the employee ahead of time where to park, and where to go on the first day n Make sure everyone in the department knows to expect the new employee (and something about them) n Be there to welcome the new employee Your employee s first day of work n Escort employee to work station n Have nametags, business cards, etc. already prepared n Consider a welcome ceremony or tour of the office n Consider having everyone wear their name tags Your employee s first day of work n Accompany the employee to HR to complete paperwork n Accompany the employee to get their parking permit and ID card n Consider a campus tour 6

7 Mentors n Ask someone to invite the new employee to lunch n Select an experienced employee to act as a mentor Orientation meeting n Welcome employee n Review St. Edward s mission, vision and operating principles n Explain how your department and the employee s job support those values Orientation meeting n Review organizational chart and chain of command n Discuss expectations of mentoring program, if needed 7

8 Orientation meeting n Go through New Employee Checklist n Overview of job duties and responsibilities n Training requirements n Role of supervisor/information about your personal management style Orientation meeting n Set up and review of basic tools n Review of available services/ resources n Performance management and employee recognition programs Orientation meeting n Complete and review Employment Information and Goals form n Short term (one month) learning goals n Goals for orientation period review (90 days) n Make sure the employee s questions are answered 8

9 First week n Meetings between new employee and others with whom they interact (both within and outside department) n Consider a formal agenda for the first week n Check in daily Orientation period n First 90 days in any new position n Learning new skills/job duties n Chance to evaluate fit n Opportunities for feedback both to and from new employee-meet on a regular basis Consider this What do you want your new employee to tell his/her family when they go home after the first day of work? 9

10 Questions? Comments? Concerns? 10