Delivered to members of the Quest User Group this presentation includes identification of the value and business drivers of automating employee onboarding processes as well as some of the benefits of an holistic PeopleSoft approach towards providing onboarding activities, such as standard government and organization-unique electronic forms, integration with the Department of Homeland Security, employee and company policies, surveys and offboarding.
Employee onboarding processes for PeopleSoft can have many facets from automating the transition from candidate in your applicant tracking system to new employee within PeopleSoft HR; to conducting background checks; completion of standard and non-standard forms; E-Verify; and even benefits enrollment, surveys and periodic employee communications. Many approach automating PeopleSoft employee onboarding processes in a piecemeal fashion with perhaps one solution for E-Verify, another for electronic forms, and yet another system altogether to orchestrate your actual onboarding business process (including step-by-step guided navigation). Others may even attempt to address these needs by developing one-time solutions with consulting services resulting in costly/difficult to maintain customizations that don’t meet all required onboarding needs. This session focuses on the benefits of addressing employee onboarding automation needs from a PeopleSoft-based holistic perspective leveraging your PeopleSoft architecture, infrastructure, users, roles, integration features, and including, but not limited to, orchestration of the entire employee lifecycle from onboarding to offboarding and many facets in between.
PeopleSoft Employee Onboarding: An Holistic PeopleSoft Approach
1. PeopleSoft Employee Onboarding:
An Holistic PeopleSoft Approach
Doris Wong, CEO, Smart ERP Solutions, Inc.
June 20, 2013
HCM Learning Series
2. Agenda
• Presenter Background
– Smart ERP Solutions, Inc.
• Automating PeopleSoft Employee Onboarding
– Business Value
– Benefits of an Holistic PeopleSoft Approach
• PeopleSoft Automated Employee Onboarding
– Sample Features
• Q and A
4. • Pre-built, packaged,
proven solutions
• Highly configurable –
tailor to YOUR needs
• Customer driven
requirements
• Affordable
• Integrated with
existing PS apps
• Architected as add-
on solutions
• Avoid customizations
• Low-cost
• Minimal risk
• Release independent
– no upgrade
required
• On Premise solution
• Rapid
implementation
• Deep PeopleSoft
knowledge &
experience
• Unique best
practices for
implementations &
upgrades
• PeopleSoft data
model and existing
data
• Current PeopleSoft
business rules and
processing
• End-user PeopleSoft
skills
• Infrastructure and
technology
Extend
Functionality
Improve ROI Get Faster
Results
Leverage Existing
Investment
About SmartERP:
Human Capital
Management
Financials and
Supply Chain
Campus
Solutions
Innovative Solutions & Services for PeopleSoft
Common – Critical – Complementary
5. Still Using Paper and Manual
Processes?
Poor User Experience
Time Consuming
6. Replace with Electronic Forms and Automated
Business Processes
Streamlined, online process Online Admin Tools, Status Reports
Online forms, eSignature Reduced Admin Time & Effort
8. Average 1st Year
New Hire Attrition
22.7%
PwC Saratoga 2011/2012 US Human Capital Effectiveness Report
Onboarding 2011, The Path to Productivity, Aberdeen Group
10. News Travels Fast – Bad News Travels
Faster
Well, here ready to start my 1st day back in the
workforce and my boss is late. Thank God for my
old trusty iPhone to entertain me.
Really just an all around great 1st day at my new
gig w/ 3M. I’m excited to see how this all turns out!
Twitter Posts – July 2012
11. Turnover is Costly
Recruiting a Replacement $
Compensation Paid to Departing
Employee
$
Training (Classroom & On the Job) $
Hiring Manager and Work Team
Time
$
Lost Productivity $
Total Cost 50% – 150% of
Annual Salary
12. What Drives Turnover?
Problems with
Hiring Process
Inadequate
Candidate Pool
Poor Onboarding
Poor Mgr / New
Hire Relationship
Role Not as
Expected
Failure to Connect & Build Relationships
13. Average 1st Year New Hire
Attrition
22.7%
PwC Saratoga 2011/2012 US Human Capital Effectiveness Report
Onboarding 2011, The Path to Productivity, Aberdeen Group
14. 22.7%
PwC Saratoga 2011/2012 US Human Capital Effectiveness Report
Onboarding 2011, The Path to Productivity, Aberdeen Group
4%*
*With Onboarding Best Practices
1st Year New Hire Attrition
15. Key Onboarding Activities to Automate
0% 20% 40% 60% 80% 100%
New Hire Clubs
First Day Assignment
Other
Mentor Programs
Buddy System
Plan a Lunch
Team Building
30-60-90 Day Performance…
Provisioning
Socialization
Employment Elig Verification
Orientation to Company Info
Benefits Enrollment
Mgmt Involvement
Forms Completion
Aberdeen
Bersin
Strategic Onboarding: Insight & Analysis, Bersin & Associates, March 2010, Aberdeen Onboarding 2010/2011
27. One Size Doesn’t Fit All
Vary Onboarding Process Based On:
•Role or Position or Job
•Doctors vs Nurse vs Staff
•Executive vs Staff
•Location
•Culture
•FT/PT/Temp Status
•New Hire vs. Transfer
28. General High Level
Recruiting Process Flow
Create Job
Opening
Collect Applicant
Data
Manage Applicants
• Screen Applicants
• Route Applicants
• Interview Applicants
Make Offers Hire Applicants
O
n
b
o
a
r
d
O
n
b
o
a
r
d
Onboard
For Any
Criteria