Employee Onboarding.pptx

Emerson Process Management – Employee Onboarding Plan

Emerson Process Management – Employee Onboarding Plan

Sarthak Gupta

Outcomes of a structured Onboarding programOutcomes of a structured Onboarding program

Improvement Objectives Business Impact

Knowledge Transfer Attrition

Engagement Levels Time to productivity

Automation Level of Productivity

Consistency of Experience Onboarding administration costs

Organization transformation Recruiting Costs

Accountability Labour costs

Employer Brand Ability to meet emerging talent needs

Faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the firm’s mission.

Levels of on-boardingLevels of on-boarding

ComplianceLegal rules & policy

regulations

ClarificationEmployees understand role and responsibility

CultureFormal & informal

organizational norms

ConnectionInterpersonal relationships

Information networks

The 4 C’s

As-Is activitiesAs-Is activities

First Half: HR Team

• Joining Formalities

• Documentation completion

• Work Tools

• IT Infrastructure

• ID Card

• Email ID, LAN ID, etc.

•Workstation allotted

One Day Induction Plan

Second Half: HR & Supervisor

• Introduction to ZEAL

•Brief about structure of EPMI

• Introduction to Supervisor

• Welcome to Emerson

• Brief introduction to specific team, work

stream within EPMI that New Hire is

joining

Lunch

• FAQs

What can be betterWhat can be better

Need to give a greater understanding of the manufacturing space

There can be greater connect with the EPMI

leaders

Where are we headed? What is our impact on the business – in India

and globally?

Checklists of what all I need to do and within what time periods

Organization hierarchy and list of key contacts viz. business and administration

sides

Business session needs to have greater depth. Difficult to understand matrix structure,

functions and categories

The impact of being a truly global organization is not there

Expected QuestionsExpected Questions

Impact on Business

• What role do I play in the business?

• What does the future hold for

EPMI?

Connect with EPMI Leaders

• Who do I reach out to if I need

guidance?

• Who can help me connect quickly in

the organization?

Connect with Emerson

• Greater connect with the

organization via Business Leaders

sessions

• Factory Visit

Clarity on Operating Model

• How is the organization structured?

• What all activities come under the

scope of my work stream?

• What are the linkages between the

different group entities?

New initiativesNew initiatives

I. Documents upload portal

II. SAMPARK – The query resolution portal

III. Policy Handbook

IV. ZEAL Update

V. Revamped Joining Kit

VI. The Emerson Online Network [EON]

VII. Emerson Business Spotlight

VIII. Emerson Function Spotlight

Recommended PlanRecommended Plan

Business and Functional Induction

Within 1-3 monthsFirst

Week First 3 months

Joining

First DayPre-

Joining

HR Solutions

• The current responsibilities of the HR team would continue with suggested changes in the process

• The HR overview in ZEAL and SAMPARK would serve to answer basic questions that any new

colleague may have

Business

Induction

The business induction will focus on providing new colleagues with a holistic view of the organization

which will help them understand:

1. How the organization operates (structure, key categories, support functions, brands and people)

2. Where the organization operates (markets, target groups, geographies, factories, offices)

Establishing a connect between the new colleagues and the organization as a whole

Functional

Induction

The functional induction will focus on a deep dive into the specific function. Focus on helping them

understand:

1. How function operates (clarity on the operating model, linkage between different businesses)

2. How specific function impacts business of EPMI and Emerson Electric

Establishing a connect between the new colleagues and EPMI leadership team

Before Joining Joining Day Post Joining

Recruitment team provides new joinee details to on-boarding team & BU

2nd Contact (7 days before joining):Confirm Joining detailsExplain the process for the document upload portal

First Contact (30 days before joining) : Contact new joinee to inform them and confirm

Date & Time of joining Documents they need to carry Accommodation requirement Travel arrangements

IT, HR and Admin team intimated to prepare: Seating space IT assets Joining kit Joining Letter



Pre-Lunch Cross-check the joining documents with

those uploaded on the online

documentation portal

Welcome message from MD and Group

Director HR

Screening of the Sizzle video

Video Messages from employees

sharing their experience in Emerson

Introduction to the BU Head and HR

team.

Post Lunch

BU Head should introduce the new

joinee to the team

Introduction to SAMPARK – Query

resolution portal in SAMVAAD

Short handout on all the frequently

used terms and acronyms in EPMI

Provide the policy handbook

– Allow access to information

when offsite


Introduction to the Buddy

Introduction to ZEAL, SAMVAAD, policies etc.

IT team creates email ID

Admin team supplies ID card

An organizational email is sent welcoming the new

joinee and informing the other employees about the

new joinee with his/her photograph & brief details.


Meet the new joinee informally to make sure all details are complete. IT asset, ID etc. have been

provided.

Mandatory first impression feedback from the employees on 7th, 30th, 90th & 180thday (ZEAL).

Introduction to “The EON”

First Impression interviews – (7 to 15) days1. Have you received your permanent ID card and visiting cards?2. Do you have all the work tools you need?3. Is it what you expected when hired?4. Any surprises? If yes, what…5. Was New Employee Orientation helpful?6. Anything that you would you do differently?7. Did you visit ZEAL?8. Was it easy to find?9. Anything else that you need, that you don't have access to?

Post-joining Induction planPost-joining Induction plan

Program Details

• The Business and Functional Induction would be scheduled with a frequency of 2 months

• To be conducted over 2.5 days (1 day Business Focus, 1 day Functional Spotlight, 0.5 day Factory Visit)

• New joinees would be tracked to ensure they attend the program (within first 2 months);

• Accountability for participation would be on the respective supervisors of the new joinees

Buddy• Partners with a new hire during

their first 2 months• Help new hire to:

• Acclimate to the environment• Assimilate into work group• Affiliate with colleagues• Foster a sense of purpose

and belonging• Transition into organization

Support Structure

Supervisor• Responsible for explaining the

role in detail to the new

employee – coverage of

accountabilities, goals,

stakeholders, team• Overall objective of the role –

Business/ BU/ Function Strategy,

Team Vision & Goals• Ways of Working

HR• Responsible for overall program

structure and achievement of

program objectives• Leads program management,

reviews and feedback• Drives the program in

conjunction with the employee

supervisor

Emerson Business SpotlightEmerson Business Spotlight

Focus of Outcome: Providing new joinees with a holistic view of the organization for clarity on:

• How the organization operates (structure, key categories, support functions, brands and people)

• Where the organization operates (markets, geographies – India/ Region, factories, offices)

Establishing a connect between the new colleagues and the organization as a whole

Program Characteristics•Depth of coverage: Basic overview of the business and organization

• Objective

• Scope of activities/ responsibilities

•Duration of each Session

• 45 minutes

• Presentation and Q&A

•Structure of each Session

• Classroom

•Facilitators for each Session

• Team Leads/ Senior Managers

•Venue: EPMI, Powai

•Total Time Investment of New Hire

• 1 Day Classroom

• 0.5 Day Factory Visit

Emerson Function SpotlightEmerson Function Spotlight

Focus of Outcome: A deep dive into the specific function to help new colleagues understand:

• How function operates (clarity on the operating model, linkage between different businesses)

• How specific function impacts business of EPMI and Emerson Electric

Establishing a connect between the new colleagues and the EPMI leadership team

•Depth of coverage: Detailed

coverage of sub-function

•Objective

•Scope of activities/

responsibilities

•Duration of each Session

•45 minutes

•Structure of each Session

•Marketplace (in groups)

•Facilitators for each Session

•Team Leads/ Senior Managers

•Venue: Functional centre

•Total Time Investment of New Hire

•1 Day

•Lunch with Leaders

•Cafeteria Lunch arranged for

participants and leaders

• Informal catch-up and intro


Onboarding record tracking

• 1st stage – Surveys Built into ZEAL New – hire “feeling of belongingness”

• 2nd stage – Data based (Comparison with past data)

90 – Day separations 1st Year separations