The document discusses onboarding and its importance for improving employee retention. It outlines Gallup's 12-month onboarding model and phases: pre-onboarding, corporate onboarding, department onboarding, and post-onboarding. Examples of onboarding programs and processes from five organizations are provided, focusing on ensuring employees understand expectations, have the resources to do their job, can utilize their strengths, and feel supported and invested in their development.

1. Onboarding to
Improve Retention
LAURENCE YAP
Former Sr Manger of L&OD, PayPal APAC
7th June 2012, Hilton Singapore

2.  Rentention in current workplace
 Onboarding Model according to Gallup 12M
 Onboarding Process in 5 organizations
 Four Phases of OD in Gallup Context
 Pre-onboarding
 Corporate onboarding
 Dept onboarding
 Post onboarding
 Summary

3. Gallup & Employee Engagement
Based on 30 years of in-depth research
Involved more than 17 million employees

4. 33% 49% 18%
After 1 year on the job….70% of U.S

9. Onboarding Examples

10. Training Organization satisfaction rate
 About 80% of respondents are satisfied with Training offered in Carsem
%
85.06
82.65 82.09 82.33 83.53
81.12
40.00
45.00
50.00
55.00
60.00
65.00
70.00
75.00
80.00
85.00
90.00
Orientation and
induction
program
Adequate
effectiveness of
training
opportunities
Equipment and
facilities in
training room
Teaching
materials and
aids
Trainers'
behaviour and
attitude
Multimedia
training adequate
and effective
%

11. Exceeded expectation
Employee Survey 2008 Carsem
Above 80 pc.

12. •Before OnboardingPreonbaording
•Corporate Level
Corporate
Onboaridng
•Department Level
Department
Onboarding
•Beyond OnBoarding
Post
Onboarding
OnBoarding Gallup Q12 Ways

13. Carsem Example
Performance Model

14. Tool A: Performance Analysis
表现分析

15. Tool B: Performance Analysis
表现分析

16. Pre-boarding
3. Do you get the opportunity to do what you do best
every day?
Do you hire the right people, using their strength at work?

17. Corporate On Boarding
1. Do you know what is expected of you at work?
Expectation of employees, culture, values, conduct, internet usgae
8. Do you feel that your job is important?
Company vision, mission, inspiration, success stories, awards,
contribution
10. I have a best friend at work
6. Are you encouraged to work on your (self-)development?
Training Department explains training oppportunities

18. Department On Boarding
1. Do you know what is expected of you at work?
3. Do you get the opportunity to do what you do best every day?
5. Do your colleagues seem to care about you as a person?
6. Are you encouraged to work on your (self-)development?
8. Do you feel that your job is important?
10. Do you (or would you like to) consider some colleagues as friends?
12. Are you given the opportunity (time/resources) to learn and grow?

19. Post On-Boarding
4. Did someone recently give you recognition or praise for doing good
work?
2. Do you have the materials and equipment you need to do your work
right?
3. Do you get the opportunity to do what you do best every day?
7. Do people make your opinion count?
9. Are your colleagues committed to doing quality work?
11. Does someone care about the progress of your work?

20. Additional Tips
1. Do You Make Your New Hires Feel Welcome?
2. Do You Inspire Pride?
3. Do You Help New Hires See the Big Picture?
4. Do You Show How Employees Matter?
5. Do You Collect and Share Stories?
6. Do You Make Your Orientation Program Interesting and Interactive?
7. Are You Designing It From the New Employee’s Perspective?
8. Are You Holding Your Orientation Program When It’s Most
Understandable and Beneficial?
9. Have You Broken Your Orientation Program Down Into Digestible,
Bite Sized Chunks?
10. Are You Offloading As Much Information As Possible To Your
Intranet?
11. Do You Have a “Mentoring Program?
12. Are You Making It Easy For New Employees to Tell You How They’re
Doing?
13. Do You Help Your Supervisors and Managers Do Their Part Well?

21. 1. Do I know what is expec
me of me at work?

22. Onboarding: Mission and Vision
5 Days Komag Collge
MD, Director, HOD meet
new employees
MD explained corporate
vision and mission

23. Onboarding: Expectation (60 days)

24. Onboarding: Expectation (60 days)

25. Onboarding: Expectation (60 days)

26. Onboarding: Expectation (60 days)

27. 2. Do I have the materials and equipments
I need to do my work right?

28. Tools & Equipment: Training/Mentoring

29. Leadership Training/Bonding
• Bonding among the new supervisors
• Practical Leadership Skills
• Fun learning environment
• Sharing of leadership examples
• Impart PayPal key values

30. Leadership Training/Bonding

31. Leadership Training/Bonding

32. Positive Thinking

33. 3. At work, do I have the opportunity to do
what I do best every day?

34. Meeting the Employées Regularly

35. Identify Your Strengths &
Development Needs

36. Strength-based Management
200 Hours
Strength –Best in Class (80%)
Weakness – Mediocre (20%)

37. Personality Plus

38. 4. In the last 7 days, have I received
recognition for doing good work?

39. Leadership Training

40. Pay Attention
• Walk around
• Show care
• Notice right and significant things – Coupon
• Listen with your senses
• 5 days in a year
• Personal life
• Be a friend

41. Personal Recognition
• Know what they like, their needs and interests
• Personalize: Special, meaningful, and
memorable

42. Tell the Story
• must tell the story on how the
person was able to perform exemplarily
• Breakfast (aida) and Shamlee (room)

43. Celebrate Together
• Public ceremony
• Lunch and dinner treats

44. 5. Does my supervisor, or someone at work,
seem to care about me as a person?

45. Onboarding: Mission and Vision
Leaders Meeting People

46. Listening Skills
• Use listening skills to engage employees

47. Guidelines
1. Questions – 5W1H
2. Body Language and Posture
3. Sincerity

48. Avoid
1. Judgment
2. Topper
3. Advising

49. Exercise
• Grouping: Hobbies, Best Friend and Traveling
Experience

50. Get to Know Your Colleagues
• 15 minutes - Your Partner First
Name Birthplace Hobbies Food Drink HP
Laurence
Yap
Sabah Traveling,
Reading
Spaghetti Chamomile
Tea
0162080096

51. 6. Is there someone at work
who encourages my development?

52. Meeting the Employées Regularly

53. 50% of the your time should be
directed to coaching
54
50%
Daily Coaching
Activity
Approximate
Hours Per Week
1-on-1’s 14.5
Updating Metrics 3.25
Team Learning 1.00
Daily Stand-Up’s 1.25
Total 20 Hours
Remainder of time should be
dedicated to walking the floor,
meeting with managers, and
completing other supervisor
tasks/projects

54. Creating a Development Plan

55. Identify Your Strengths &
Development Needs

56. 7. At work, do my opinions seem to count?

57. Meeting the Employées Regularly

58. Opinions
• What do you think?
• Build Ideas
• Flexible in Approaches, not goals
• Ownership

59. 8. Does the mission/ purpose of my
company make me feel my job is
important?

60. people
knowledge
innovation

61. People
We care about people and the role of work in
their lives.
– We respect all of our people as individuals,
enabling and trusting them to meet the needs of
colleagues, customers and the community.
– We are committed to delivering professional
service according to our high quality and ethical
standards.

62. People
We care about people and the role of work in
their lives.
– We recognize everyone’s contribution
to our success.
– We help people develop their careers through
planning, work experience,
coaching and training.

63. Onboarding: Mission and Vision
5 Days Komag Collge
MD, Director, HOD meet
new employees

64. 9. Are my co-workers committed
to doing quality work?

65. Meeting the Employées Regularly

66. 10. Do I have a best friend at work?

67. Team Activities
• Celebration
• Outing
• Mentor
• Treat them like friends

68. 11. In the last 6 months, has someone at
work talked to me about my progress?

69. Performance Appraisal – 6 months

70. 12. This last year, have I had opportunities
at work to learn and grow?

71. Training, E-Learning, Coaching

72. Training, E-Learning, Coaching

75. Thank You

76. Contact
Laurence Yap Tung Siong
Contact: +6016-2080096 (Mobile)
Email laurence.yap@gmail.com
Linkedin http://www.linkedin/in/laurenceyap
Blog: Journey of HRD
http://www.journeyofhrd.blogspot.com
Slideshare
http://www.slideshare.net/eastleaf