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ON-BOARDING PROCESS

ON-BOARDING PROCESS . STEP 1: Setting Expected Performance Standards STEP 2: Application Screening STEP 3: Peer Interview STEP 4: Offer of Employment STEP 5: New Hire Orientation STEP 6: 30 Day Retention Meeting STEP 7: 90 Day Evaluation and Recap

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ON-BOARDING PROCESS

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  1. ON-BOARDING PROCESS STEP 1: Setting Expected Performance Standards STEP 2: Application Screening STEP 3: Peer Interview STEP 4: Offer of Employment STEP 5: New Hire Orientation STEP 6: 30 Day Retention Meeting STEP 7: 90 Day Evaluation and Recap STEP 8: Establish a Mentor(s) of Choice STEP 9: 1st Year Service Anniversary Graduation

  2. TURNOVER BY TENURE FY 2003

  3. THE PHILOSOPHY OF ON-BOARDING To help new employees feel that they are part of a larger organization and that they are both welcome in organization and in the department.

  4. ON BOARDING: BUILDING PRODUCTIVITY AND PROMOTING RETENTION • The On-boarding process is a step process that helps assimilate new employees into the organization. • It begins with communicating BHE’s mission, vision, values, and the expected standards of performance during the application process. • It ends with the employee celebrating their first year of employment with BHE.

  5. ON BOARDING: BUILDING PRODUCTIVITY AND PROMOTING RETENTION • Helps convey the culture of the organization, so that work performance and work related decisions are made that are in line with accepted practices, that contributes to the organization functions smoothly. • Expedites in getting the new employee up to speed and productive. • Aligns expected work related behaviors with the standards of performance.

  6. GOALS OF ON BOARDING • Assimilation of new employees into the organization/department • Smoother operating functions and processes • Lower turnover/increased retention • Increased employee satisfaction • Support the standard of performance; Ownership/Stewardship

  7. GOALS OF ON BOADING • Cultivate BHE’s image as “The Best Place to Work” • Solidify a competitive advantage and supports P.R.I.D.E. • Build teamwork and input into the hiring process by the employees. • Provide a safe, belonging and acceptance culture

  8. STEP 1: SETTING EXPECTED PREFORMANCE STANDARDS Applicants are provided with a copy of BHE’s Standards of Performane prior to formally applying for a position at BHE. The applicant is provided the opportunity to review and sign the form as agreement to abide by and for understanding of the standards to be performed as expected of all BHE employees.

  9. STEP 2: SCREENING TO SELECT CANDIDATES • Every applicant is greeted by a HR staff member. • All applications are reviewed immediately. If qualified, the applicant is interviewed immediately by a recruiter or hiring manager for all critical positions.

  10. STEP 2: SCREENING TO SELECT CANDIDATES • A Realistic Job Preview for a candidate will include, tour of the respective department, a peer interview, introduction to staff, behavioral based interview, job shadowing, review of the job description, and performance standards.

  11. STEP 2: SCREENING TO SELECT CANDIDATES • Hiring manager completes initial interview with screened candidate. • Hiring manager forwards candidate to peer interviewers when assessed as a good fit. • Hiring manager selects 2-4 peers to interview the candidate.

  12. STEP 3: PEER INTERVIEW Definition of a Peer: Peers are those who will be working most closely with the person or receiving service from the position.

  13. STEP 3: PEER INTERVIEW Hiring Manager • Completes initial interview with applicants • Selects peers to interview • Forwards candidate to peer to shadow • Candidate to shadow for 15-20 minutes.

  14. STEP 3: PEER INTERVIEWING Peer Interview • Consists of 2-4 peers • Will use the defined behavioral based questions • Each interviewer will ask a predetermined number of questions • The goal of the peer interview will be to listen to the candidates responses • Each peer will rate the candidate • The designated team leader will be responsible for returning completed rating forms to the manager.

  15. STEP 4: OFFER OF EMPLOYMENT • The hiring manager to complete a contingent offer letter for candidates who are to be considered for hire • HR to mail formal welcome and hiring letter to selected candidates for hire • Hiring manager call new hire prior to orientation

  16. STEP 4: NEW HIRE ORIENTATION Goal: To provide a safe welcoming environment • Manager greeting on the morning of new hire orientation • Continental breakfast • Welcome from Human Resources • Welcome from CEO or VP • Lunch with Manager or designee

  17. STEP 6: 30 DAY RETENTION MEETING Between the manager and new hire. Goals: 1. To find out how the new employee is adjusting to their new job 2. To ascertain valuable information from the new employee to continually improve processes. 3. To solidify the relationship between the manager and new employee. 4. To provide a safe avenue of communication for the new employee. 5. To reinforce question asked by the manager to the new hire.

  18. STEP 6: 30 DAY RETENTION MEETING Questions to be asked by the Manager in the 30 day meeting: 1. How do we compare with what we said in your interview process? 2. Based on your past experience, what systems or ideas do you feel could improve our operations? 3. Have any individuals been really helpful to you? 4. Are there any reasons/situations that are occurring that would make you think about leaving?

  19. Manager to document new employee’s responses on 30 Day Retention Questionnaire Manager to follow-up with new hire as appropriate and formally with the 90 day evaluation. Manager to close by stating: “We realize that having the right people is the key to having the best place to work and providing the best care to our patients. I want to make sure that we are doing everything we can to assist you in being successful here at BHE. We want this to be the best place you ever worked.” STEP 6: 30 DAY RETENTION MEETING

  20. STEP 7: 90 DAY EVALUATION • Manager to provide answers to question or suggestions made at the 30 Day Retention Meeting

  21. STEP 9: FIRST YEAR GRADUATION • First year graduation held 1 time per quarter.

  22. ON-BOARDING FOCUS GROUP SERIES • Series one at the 3-4 months of employment • Series two at 6-8 months of employment • Final focus group at one year of employment See BHE On-Boarding Sample Series Program

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