On-Boarding Interns

BADM 31212/2/2009Kenneth FongAnthony KimCarmen LeungJennifer NoinajCrystal Ye

Agenda

1. Company Background2. Situation3. Problem Analysis4. Recommendations5. Conclusion

Company Background• Industrial company– Financial services– Media– Technology

• Operates 5 business segments

• US and 41 other countries• 323,000 employees

Situation

• 6 internship programs• 2000+ interns• Three stages:– On-boarding– During– Feedback

• Why On-Boarding?

“Onboarding is the process of integrating new employees into an organization; preparing them to succeed at their job and become fully engaged, productive members of the organization.” (Lee, Successful Onboarding)

Problem Analysis

Unprepared Workplace

Uncoordinated Orientation and Training

Lack of Meaningful Projects

Class Concepts• Bureaucracy• Hierarchy• Structure and Fit• Culture

Recommendations

Pre-arrival

1. Program Communication2. Role Coordination3. Recruitment & Hiring4. Workplace Setup

“Direct reports’ level of commitment and engagement, productivity that depends on shared coordination across the organization, and achieving expected results all relate to a positive start.” (Derven, Management On-boarding)

Orientation

9AM - 12PM• About GE: background, businesses, core values• About internship programs: CLP, CLDP, EEDP, FMP,

IMLP, OMLP• Networking with other interns: ice breaker games

12PM - 3PM • Program-specific lunch• Site location tour

3PM - 5PM• Project assignment & summer timeline• Expectations (evaluation & end goals)• E-mail, voicemail, computer set-up

Orientation Schedule

Integration

Implementation Timeline

Implementation Timeline

Success Factors

• Including positions in future staffing forecasts• Top management support• Manager buy-in• Adapting to changing audience

“Those who are engaged on the first day of work have a greater incentive to stay.” (Aberdeen Group, Onboarding Benchmark Report)