Welcoming Tomorrow’s Workforce, Today
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Transcript of Welcoming Tomorrow’s Workforce, Today
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Welcoming Tomorrow’s Workforce, TodayTara Ritchey, Program SpecialistJanice Gonzalez, Program Manager
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We’re excited to share NIH-OHR’s experience
with redesigning an orientation program.
Hello and Welcome!
Agenda
Introductions
Program Overview
Challenges
Implementation Timeline
Lessons Learned
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Do you prefer the …
City Country
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Would you rather have …
Sweet
Salty
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MI NGLE • Name
• From
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• 1 Common Link (Favorite Hobby, Food, Etc…)
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1. To win reach the National Library of Medicine
2. Questions = # Steps; Steps are notated by Yellow dashes
3. Question must be completed before answering
4. 2 Minutes to respond; once buzzed in with an answer, no longer able to research/discuss
5. Team that answers correctly will choose next category question
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OHR PursuitMultiple Choice Definition Short Answer
5 Points
10 Points
5 Points
10 Points
10 Points
5 Points
END
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Multiple Choice - 5 Steps
What are the primary components of an employee onboarding program?
Answer1. Compliance2. Clarification3. Culture4. Connection5. Numbers 1, 3, & 46. All of the Above7. None of the Above
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Multiple Choice - 10 Steps
What are the positive outcomes to implementing an effective onboarding
program?Answer
1. Adjust to their Jobs & Establish Relationships
2. Clarify Expectations & Objectives3. Provide Support4. None of The Above5. Answers 1 & 26. All of the above
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Definition- 5 StepsWhat is the definition of orientation?
Answer
“Orientation is a program that helps new employees understand many important aspects of their jobs
and organizations, including the company’s culture and values, its goals and history, and its power
structure”.
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Definition- 10 Steps
What is the definition of onboarding?
Answer
“Onboarding ensures that new employees connect with and effectively contribute to the mission of the
organization as quickly as possible”.
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Short Answer - 5 StepsWhat are the benefits of an organized
and efficient new employee orientation?Answer
Having an orientation will have a more positive feeling about their new company; allows the
company to get all new employees into the same procedures; and allows the company to establish a
good work ethic, and a positive employment experience, right from the very start.
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Short Answer - 10 Steps
What are some things that can help create a welcome feeling during new
employee orientation?Answer
A personal greeting by leadership; allow time at the beginning for new employees to get to know each
other; let new employees know about the climate in the organization, and which of the rules in the
employee handbook are most important to adhere to.
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And the winner is…
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History PreviousPresent
o 4 Componentso 1 Dayo OHR Leaders,
PM, SME’so HR
Consolidation
NIH – OHR Orientation Programo 6
Componentso 2 Dayso OHR Leaders,
SME’s, Trainers
o NIH Wide
o 7 Components
o 4 -1/2 Day Sessions
o OHR Leaders, SME’s, Trainers, PM
o Engagement & Retention
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Why Fall in Love with OHR – OHR Orientation
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Purpose of the Program: Forge a commitment between new employees and OHR to
increase engagement, citizenship and satisfaction.
Goal: Create a feeling of community, “I made the right
decision to work in the Office of Human Resources at NIH”.
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OHR Orientation Program(1 Series = 4 Sessions)
Session 1: Fall in Love with OHRObjectives
OHR Vision & Culture
Information Security
Making Connections - OHR Café with Senior Leaders
Resources
Time = 2.5 Hours
Class Size = 10 – 25 Participants
Session 2: OHR Pursuit
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Objectives
Information Security
OHR Handbook
Other OHR Good-to-Knows
Resources
Time = 2 Hours
Class Size = Cohort (10 – 25)
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Session 3: Your Career Matters
Objectives
Introduction to Competencies
Introduction to Individual Development Plans (IDPs)
Resources
Time = 2 Hours
Class Size = Cohort (10 – 25)
Session 4: What’s Your Style?
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Objectives
Understanding Your Style and Others’ Styles (Myers-Briggs Type Indicator)Improving Team Dynamics and Interactions with Colleagues and Customers
Resources
Time = 3.5 Hours (1/2 Day)
Class Size = Cohort (10 – 25)
OHR Orientation Program(1 Series = 4 Sessions)
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ICE HOLES
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Challenges &
Solutions
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Too Many/Few People
Remote Participants
Senior Leader Availability
Participant Attendance
CHALLENGES
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Senior Leader Availability• Videos / Video Conference• Deputies• Advance Availability for
Proposed Session Dates
Participant Attendance• Mandatory (Supported)• Reschedule to Next Available
Session
Too Few/Many Participants• Open to All Employees• Shift/Add Session Dates• Consolidate/Modify Sessions
Remote Participants• Utilize Technology• Build Sessions to
Incorporate Remote Learners
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Feb. ‘13 – April
‘13Analyze• Participant Feedback
• Leadership Feedback
• Benchmarked Current OHR Programs
April ‘13 – May
‘13Design• Reference Best Practices
• Pulse Evaluation of Components
• Established Program Objectives
• Steering Committee & Senior Leadership
May ‘13 – Sept.
’13Develop• Built 4 Sessions & Communication Plan
• Collaborated with SME’s on Content
• Created Evaluations & Materials
Sept. ’13 –
CurrentImplement & Evaluate• Delivered 3 Series (4 Sessions/ Series)
• Conduct Program Evaluations
• Incorporate Feedback for Next Session
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Redesign Timeline
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FEEDBACK
Too Many SessionsExcellent
Double Check Tech. Components
Favorite
Training
Thus Far
Enjoyed Meet & Greet w/ Senior
Leaders
OHR Game – Fun Way to
Learn
Don’t Have Sessions
Spread Out
Liked Getting to Know Org.
Culture & Leaders
Great Info. About MBTI & Preferences
Enjoyed Every Aspect
Like Meeting Other New Employees
1 Location Systems Useful
Sessions Not Relevant @ Every Level
Helped to Understand
OHR’s Mission
Liked Learning
about LMS
Good Overall Shorten SessionsConsolidate Info.
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Lessons Learned Clear Expectations
Establish Session Objectives
Objectives Measured
Planning Materials
Develop Checklist & SOP’s as You Go
Leverage Resources & Ask for Help
Obtain Communication Permissions & Timelines (including templates)
Managing Relationships & Rapport (Speaker Coordination)
Provide Additional Info. for Complex Topics
Optimize Technology
Practice & Test Sessions
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