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 different internship programs

•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

November

Candidates are interviewed by HR and/or managers Final selection of candidates; offers are given out - responses required by January 15

October

Candidates are interviewed by HR and/or managers Managers are encouraged by HR to set up project guidelines, timeline, and evaluation criteria - must be completed by January

September

HR begins recruitment on campuses, career fairs, info sessions

Managers review resumes/applications and select candidates for interview

Candidates are interviewed by HR and/or managers

August

HR reviews project proposals and approve those based on work immediacy, practicality, and manager capabilities Selected managers must give HR a list of intern qualifications necessary

July

Human Resources requests managers interested in receiving an intern for the following summer to submit a 1-2 paragraph project proposal by the

end of the month.Interested managers have a set of time and supervision responsibilities

August

Managers evaluate overall performance and give feedback Interns are also asked for feedback of the internship and how they assimilated to the culture

May

Interns arrive Orientation

April

Managers of each program meet to become familiar with each others programs and collaborate on work and resources Managers must request and prepare a work space for the intern

February-March

Training begins for managers and mentors They are notified of their responsibility and taught techniques to develop interns and enforce culture

January

HR records accepted offers and starts researching for corresponding mentors for the interns Managers are notified of accepted offers Managers must have their project guidelines,

timelines, and evaluation criteria completed

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)