10/30/2014. Onboarding...All About the How AGENDA. Hire to Retire (H2R): Program Background

Transcription

1 Onboarding...All About the How Sharon Harris Human Resource Senior Consultant AGENDA 1. Hire to Retire (H2R): Program Background 2. Why should I care? 3. Onboarding: 1. What is it? 2. The Goal 3. The Process Hire to Retire (H2R): Program Background 1

2 Legal hiring practices Employee handbook Job descriptions Post-offer testing Background checks Hire Orientation New Hire docs Probationary period evaluations Training on employer policies, procedures Onboarding Mission, Vision, Values, Culture Organization benefits What do I do? How do I do it? Succession planning Termination: o pre-loss services o potential severance agreements, o managing layoffs & avoiding discrimination in them Exit interviews Retirement transitions & contracting back with the employer Retire/ Transition Retention Performance management (evaluation, discipline) Skill building training Career Planning Supervisor training Ergonomics/safety Investigation, documentation of complaints Mediation of disputes Illness & injuries FMLA/OFLA, return to work, disability management, ADA accommodation, fit-forduty exams Personnel file maintenance H2R Why should you care? 1. Claim Frequency 2. Claim Severity 3. How to Change the Claims Trends What s the extent of the problem? 2

3 Severity by Claim Type (Top 10) How to Change the Claims Trend: H2R webinar series H2R consultant tools q HR Best Practices Review q Job description Development/Analysis q Employee Handbook Review q Recruitment Advice q Performance Management q Leave Management Guidance Onboarding: All About the How 3

4 Onboarding: The New Employee Recruitment and Selection process is completed. You made the Hire. Don t drop the ball now! Onboarding: What is it? Informal Formal Informal Onboarding Lasts for about a day or two Human Resources Manager takes new employee around department 4

5 Formal Onboarding Tailored to the type of position. Overarching goal is the same regardless of position Players may be different Human Resources Department Manager Employee Peers City Manager/Executive Director/County Administrator The Goal Onboarding: The Goal Help smooth the adjustment phase by connecting the employee with others in the organization, allowing the employee to feel less isolated. 5

6 Onboarding Mission vision and values Organizational goals and objectives Job Responsibilities Organizational Policies and Procedures Onboarding Cultural objectives for the new employee Learn job procedures Establish relationships with coworkers Onboarding Result Employee confirmation they made the RIGHT decision 6

7 The Process New Hire Letter First communication that they were selected to join the team, the organization. Onboarding: The Process Internal - Preparation: Who is going to do what and when Human Resources Department Manager Peers 7

8 Before the Employee Arrives Send a Welcome Packet Copy of City/County Goals Copy of Department Goals Include copy of the organizational chart Organization-wide and department Schedule of first couple of days what time to arrive, where to park, where to report What documents to bring Before the Employee Arrives q Order Business cards q Order name plate q Set up work area q Set up phone & computer Before the Employee Arrives Assign a Coach/Mentor/Buddy q Focus on core duties q Miscellaneous questions q Help smooth the culture shock 8

9 Before the Employee Arrives Schedule out the first week HR and manager should schedule the week together Do not start the employee on a Monday! Send to staff day before employee arrives Day One Manager - Meet and Greet! New Employee Orientation HR/Payroll Manager Schedule time at end of day to recap with the employee New Employee Orientation Handbook/Policies Work hours - Breaks, overtime, comp time Attendance What are call in procedures Review specific policies requiring additional signatures o Anti-Harassment acknowledgment form o Handbook acknowledgment form 9

10 New Employee Orientation q Employee Benefits q FMLA/OFLA/COBRA q Timesheet q W-4 q I-9 q Employee Information Sheet Day Two Getting into the systems q q Phone q Where to find policies q Where to find department-related documents q Meet with City Recorder/Administrator County Clerk's Office Day Three Risk management/safety orientation q What are employee notification responsibilities Workers' Compensation forms, incident forms q Review safety & security of facilities 10

11 Day Four q Review job description q Communicate job expectations q Review organizational and department expectations q Introduce the 3-month and 6-month review process By end of first week Meet with City Manager, County Administrator, Executive Director By end of second week Meet with other department heads/senior managers Tour all facilities 3 months into employment Complete a 3-month probationary performance review 11

12 6 months into employment Complete a 6-month probationary performance review Why do probationary performance reviews? Bottom line, letting your employees know how they are doing is just the right thing to do. Continue Onboarding Beyond the new employee orientation day and onward HR/Managers/Peers q Continue to involve the employees and integrate them into the culture 12

13 Onboarding Take the Time Questions?... you can either ask the question or experience the answer... -Author unknown (source: Next Month s Webinar Performance Management with Sharon Harris Thursday, November 13, :00-11:00 a.m. 13

14 Contact Information Sharon Harris CIS Senior HR Consultant Phone: