ONBOARDING ARE YOU ON BOARD? CHRIS CADET, NGA.NET 19 TH MAY 2015

Transcription

1 ONBOARDING ARE YOU ON BOARD? CHRIS CADET, NGA.NET 19 TH MAY 2015

2 AGENDA The Benefits of Onboarding Onboarding A Practical Example Getting it Right the First Time

3 HOW IMPORTANT IS A GOOD ONBOARDING PROGRAM?

4 DEFINITION Also known as organisational socialisation, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviours to become effective organizational members and insiders. Higher job satisfaction Wikipedia Better job performance Greater organisational commitment

5 WHY? Recruitment is a two-way process Positive impressions count a lot What is the impression you want to leave new applicants with?

6 FURTHER PROOF Retain 90% 86% - stay or leave? Reduce turnover - 44% to 14% 69% more likely to stay 54% greater new hire productivity

7 CHALLENGES YOU FACE Administrative burden - collecting employee data Lengthy time delays with contract generation and posting documents No formal notification or ability to track progress Manual process to transfer employment documents Manual process to notify other areas of new hires Manual process to upload information into payroll Lost paperwork Interaction with new hires is disjointed, heavily paper-based, and lengthy Poor First Impression lack of productivity

8 WHY TECHNOLOGY Increase efficiencies in the hiring process Paperless recruitment and onboarding process Robust workflows Visibility across their onboarding process Report across the entire hiring process Create a lasting First Impression for new employees Builds on your Brand and creates positive staff experience Increase in new hire satisfaction & employee engagement Integrations with Payroll/HRIS i.e Alesco

9 WHAT'S THE RETURN Immediate Return on Investment Reduce overall time to hire Reduce administrative efforts Creating employment contracts New hires and renewals Duplicating information Follow up with new hires Notifying internal departments Reduce errors Increase time to productivity from day one for new employees

10 ONBOARDING IN ERECRUIT A PRACTICAL EXAMPLE

11 WHAT CAN ELECTRONIC ONBOARDING DO? New Hires & Rehires - Fulltime, casual Contract generations & variations Online offer acceptance Onboarding information Two-way integration with Alesco

12 WHAT CAN ELECTRONIC ONBOARDING DO? Tax, bank, Super, next-ofkin, inductions etc. Distribute information - policies, procedures, videos, etc.. Post-hire and engagement surveys Offboarding! Two-way integration with Alesco

13 ESTABLISHING THE LETTER OF OFFER

14 ESTABLISHING THE LETTER OF OFFER

15 ESTABLISHING THE LETTER OF OFFER

16 ESTABLISHING THE LETTER OF OFFER

17 EMPLOYMENT CONTRACTS Create Letters of Offer or employment contracts Merge information from data captured Library of templates Instant notification to new hires

18 WELCOME INFORMATION

19 POLICIES & PROCEDURES

20 DECLARATIONS

21 EMERGENCY CONTACT DETAILS

22 BANKING INFORMATION

23 TAX DECLARATION

24 SUPERANNUATION

25 SUPPLYING DOCUMENTS

26 HOW DO YOU GET IT RIGHT THE FIRST TIME?

27 BUSINESS CASE Understand what your organisation wants and what your organisation needs Background/ Purpose Current Business Overview Solution Strategic Alignment and Benefits Qualitative Benefit Cost Benefit Analysis Preferred Provider (NGA.NET) Cost Duration / Resources Risks Recommendation

28 WHO SHOULD BE INVOLVED Senior Management Hiring Managers / Departments Payroll HR

29 SOME CONSIDERATIONS Align your organisations strategic objectives with your project objectives Map out your Onboarding process then look at technology to support it Reflect your brand and culture What kind of impression do you want to make on new hires? Recruitment Strategy consistency in approach Employee demographics what type of people are you hiring?

30 EXAMPLE ROI CALCULATION Company Profile: Total staff: 2,500 Number of employees Onboarded each year: 1,000 (New Hires and Renewals) Activity Manage new hire approvals Creation of letter of offer/employment contracts Candidate acceptance Capturing candidate starter details (bank, tax, super, etc.) Creation and distribution of Onboarding pack (policies, procedures, etc.) Provide payroll with relevant information Notifying internal departments of new starter Conduct surveys of new employees and hiring manager Reporting on onboarding process Manual Yes Yes Yes Yes Yes Yes Yes Yes Yes

31 WHAT S THE RETURN? Total Return on Investment per year: $662,600

32 WHAT S YOUR ROI? 1. Download QR Code Scanner from your App Store or QR Code Reader from Google Play 2. Scan the code 3. Fill in and submit the form 4. OR grab a paper form from Jan and drop it off at our stand! Receive your custom ROI calculation after the event!

33 CONNECT WITH US