Think Globally, Onboard Locally: Tips for Designing a Global New Hire Experience Program
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Nicole Dessain Founder & Principal Consultant talent.imperative inc July 30, 2014 Think Globally, Onboard Locally: Tips for Designing a Global New Hire Experience Program
Think Globally, Onboard Locally: Tips for Designing a Global New Hire Experience Program
Don’t miss out on next weeks TLNT webinar! With the growth market conundrum hypothesizing that we are the cusp of a fundamental shift of economic power from the developed world to emerging markets, and with executives unable to manage global talent now is a better time than ever to start paying attention. With only 30 percent of executives surveyed able to manage talent globally and an even lower 28 percent actively investing in expanding global management, everyone has a little bit of room to learn some tips and tricks. Please join host Nicole Dessain in this Docusign webinar as she shares the following: Understand impact of macroeconomic developments on global talent strategy; Learn about key elements of a “core” onboarding experience that allows for local customization; Receive tips and resources to get you started with designing a global onboarding program. Missing out on an chance like this to broaden your global management skills at such a critical time as this will not be good for future business practice and/or sustainability.
Text of Think Globally, Onboard Locally: Tips for Designing a Global New Hire Experience Program
Nicole Dessain Founder & Principal Consultant
talent.imperative inc July 30, 2014 Think Globally, Onboard
Locally: Tips for Designing a Global New Hire Experience
Program
Meet the presenter: Nicole Dessain 2 @Nicole_Dessain
talentimperative.com Education University of Hildesheim:
International Information Management (M.A.) Career Founder of
talent.imperative, a next generation talent management consultancy
Senior Manager at Accenture, management consulting focus on talent
strategy & talent acquisition projects and research
DaimlerChrysler Financial Services expat and positions across
talent management Hobbies/Interests Travel Horseback Riding Art
& Architecture I survived two surfing lessons I went skydiving
once! Yes, this accent really is German Travels Random Facts Most
memorable adventureLondon 2012 Olympics!
Todays agenda Understand impact of macroeconomic developments
on global talent strategy Learn about key elements of a core
onboarding experience that allows for local customization Receive
tips and resources to get you started with designing a global
onboarding program 3 @Nicole_Dessain talentimperative.com
Key talent trends in 2014 4 @Nicole_Dessain
talentimperative.com We used a unique method to identify 10 talent
trends that will shape 2014. Download the FREE talent.trends 2014
report at http://talentimperative.com/resources/talent-trends-2014/
1. A key imperative: Solving the skills mismatch riddle 2. Progress
at Last? Women in top leadership roles 3. Employment remix:
Talent-as-a-Service 4. talent.datafication and the rise of the
underdog 5. The growth market conundrum 6. talent.experience is
king 7. From innovation to talent.preneurship 8. talent.driven
leadership is the new black 9. The contemporary CEO emperor with
new clothes no more 10. Talent as a board level imperative
Trend #5: The growth market conundrum 5 @Nicole_Dessain
talentimperative.com Are you ready?Trend Drivers While China and
India are still expected to lead in real GDP growth, S.E Asian
economies, along with Turkey and South Africa, are expected to
outperform Brazil and Russia by 2016. (Source: EIU Country
Forecast) 60% of CEOs intend to shift focus from BRIC countries to
other rapidly growing economies. (Source: EIU/Accenture CEO
Briefing 2014) Emerging market countries are producing tough
competitors that challenge multinationals. (Source: Deloitte
Business Trends 2013) In addition to nearby markets, these
competitors are expanding globally, including in the US and Europe.
(Source: Deloitte Business Trends 2013) Do you understand your
organizations growth strategy in emerging markets? Have you
assessed the talent risk for each target country? Do you have a
localized talent strategy? Do your leaders exhibit global awareness
and understand other cultures?
Polling question #1 What was your hardest new hire/transition
milestone? Contingent/temp new hire Entry-level new hire
Remote/virtual new hire Fist time supervisor/manager Expat External
executive hire 6 @Nicole_Dessain talentimperative.com
Onboarding is an integral part of the talent.experience journey
The concept of re-recruiting is really quite simple. Periodically
update your original job offer (the one when they started or with
their last promotion) so that it appears new, fresh, and exciting
to a top-performing employees. And dont just settle with
re-recruiting once. (Dr. John Sullivan) 7 @Nicole_Dessain
talentimperative.com
Polling question #2 What best describes your current state of
onboarding? We have a leading practice onboarding program. We are
currently in the process of re-designing our onboarding program. We
dont have a consistent onboarding program. 8 @Nicole_Dessain
talentimperative.com
The business case for onboarding Transitions are periods of
opportunity, a chance to start afresh and to make needed changes in
an organization. But they are also periods of acute vulnerability,
because a new hire lacks established working relationships and a
detailed understanding of their new role. (Michael Watkins, author
of The First 90 Days) Motivate new employees: Effectively
onboarding new hires can increase an employees discretionary effort
in excess of 20%. Reduce new hire turnover: Upgrading an
organizations onboarding process can lead to a reduction in new
hire turnover from 70% to 16%. Improve new hire performance:
Effective onboarding programs can improve employee performance by
up to 11.3%. (Source: CLC) 9 @Nicole_Dessain
talentimperative.com
Top 5 challenges of onboarding 10 @Nicole_Dessain
talentimperative.com 1. Many programs attempt to include every
possible task/procedure resulting in participant
information-overload. 2. Stakeholder involvement in the onboarding
process is very often not sufficient or valued. In many companies,
there is confusion over who owns onboarding. 3. Inconsistent
commitment to following through with the entire onboarding roadmap
4. Inability to update and maintain the new hire curricula to
reflect current business realities on a timely basis (e.g. system
updates, compliance requirements, etc.) 5. Insufficient blend of
learning approaches (ILT, self-paced, OJT, computer or web-based)
due to cost or resource constraints
Polling question #3 Which one of these challenges have you
experienced the most? 11 @Nicole_Dessain talentimperative.com
Onboarding program design criteria Create a core new hire
experience Company & business overview, culture induction Allow
for business unit/geography specific customization Business unit
strategy, local org charts, local facilities and resources Ensure
effective & efficient delivery of new hire experience
Automation of key paperwork, pacing of learning modules through
LMS, manager checklists in MSS, sharable content repository for
coordinators, role clarity Determine scope and differentiation
Remote/virtual employees? Contract/contingent/temp workforce? First
time manager transition? Expats? White glove for external executive
new hires? Identify measures of success Quality of hire (incl.
retention, performance, satisfaction/engagement) 12 @Nicole_Dessain
talentimperative.com
Elements of a comprehensive onboarding program 13
@Nicole_Dessain talentimperative.com Objective Pre-Start First Day
First week First 30 Days First 3-6 Months Building Partnerships and
Networks Supervisor calls or emails new hire, welcomes them,
answers questions Lunch with team and supervisor Meet with buddy
and other new hires; join social media collaboration group for new
hires Participate in new hire welcome day Participate in networking
activities for new hires and buddies Managing Expectations and
Meeting Performance Objectives Pre-read package and/or access to
new hire portal for job-specific information Meet with supervisor
to discuss strategic priorities, culture, expectations, and success
measures Discuss performance goals with supervisor and document in
performance management system Attend new hire and job-specific
training Regular check-in meetings with supervisor to calibrate
progress on goal achievement Understanding the Business &
Integrating into the Company Culture Personalized HR support
experience Overview of business via new hire portal/online training
Cross-functional peer meetings to broaden understanding of business
Attend new hire site visits and business overview meetings Continue
reaching out to buddy to understand culture intangibles
Who and what? 14 @Nicole_Dessain talentimperative.com Manager
How job is important to overall company success Clearly articulated
performance expectations & meaningful first work assignment
HR/Operations Onboarding program ownership & coordination
Access to career tools and information Senior Leadership Welcome
message from CEO Presentations by and networking with Senior
Leadership team New Hire Drives own learning and career growth
journey Asks for help and leverages ESS and online collaboration
tools Co-Workers Brand ambassadors/testimonials Peer mentors
provide access to professional relationships & networks
Onboarding resources & tools 15 @Nicole_Dessain
talentimperative.com Discussion guides for new hire & SMEs
Checklists for local coordinator, new hire, supervisor, peer
mentor, Executives: HRS & EA Peer mentor training/briefing
Project plan and/or technology-enabled workflow Binder and/or new
hire section on intranet Welcome My Onboarding Our Company My
Benefits My Systems My Location
Onboarding program examples 16 @Nicole_Dessain
talentimperative.com Source:
http://www.hks.harvard.edu/var/ezp_site/storage/fckeditor/file/pdfs/centers-
programs/centers/wappp/wlb/13_11_MGT/FGino.pdf India-based BPO
providing phone and chat support for global customers Harvard
Business School field experiment to reduce 70% new hire turnover
Control group of new hires receiving individualized experience
(incl. senior leader how by working at company they can express
themselves, introduction to group, personalized sweatshirt) Result:
People who did the organization-focused onboarding process were
about twice as likely to quit than people who reflected on their
strengths Silicon Valley-based software company with a hiring rate
of 50 250 people/week Predictive analytics to determine what
correlates with high performance Six week coding boot camp working
on real-life projects At completion of boot camp, new employees can
choose where they want to work the rationale being that it is hard
to determine which job to apply for before you know the company
Sources:
http://www.tlnt.com/2013/09/23/facebooks-talent-management-practices-theyre-simply-amazing/,
http://www.inc.com/laura-montini/facebook-cio-45-minute-onboarding-rule.html?cid=em01011week44day28a
Stanford University new hire portal 17 @Nicole_Dessain
talentimperative.com Source: https://newhire.stanford.edu/ Video:
employee testimonials Manager resources
Case study global onboarding 18 @Nicole_Dessain
talentimperative.com
Case study executive onboarding 19 @Nicole_Dessain
talentimperative.com
How do I get started with (re)designing an onboarding program?
Create a compelling business/value case Gain buy-in about business
sponsorship, scope, roll out phases, pilots Design metrics that
align to business outcomes Conduct target audience
surveys/interviews/focus groups to identify gaps in current program
Identify key stakeholders and involve them throughout the process
Ensure role clarity and accountability for ongoing program
sustainability Create forum for best practice sharing, especially
in multi- site/multi-geography environment 20 @Nicole_Dessain
talentimperative.com
Polling question #4 What are your global onboarding best
practices or lessons learned that you can share with todays
audience? 21 @Nicole_Dessain talentimperative.com