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    Emerson Process Management - Employee Onboarding Plan

    Uploaded by

    Sneha Singh
    1) The document outlines an employee onboarding plan for Emerson Process Management. It discusses improving knowledge transfer, engagement, and time to productivity through a structured onboarding program. 2) The plan includes pre-joining activities like document uploads and joining day activities like introductions and IT set-up. Post-joining activities enhance understanding of business, functions, policies and provide leadership connections. 3) Long-term initiatives focus on a business induction, functional induction and leadership interactions to help new employees integrate, understand their role in the business, and feel connected to the organization. Progress and impact will be tracked through surveys and retention metrics.

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    © All Rights Reserved
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    Emerson Process Management - Employee Onboarding Plan

    Uploaded by

    Sneha Singh
    751 views18 pages
    1) The document outlines an employee onboarding plan for Emerson Process Management. It discusses improving knowledge transfer, engagement, and time to productivity through a structured onboarding program. 2) The plan includes pre-joining activities like document uploads and joining day activities like introductions and IT set-up. Post-joining activities enhance understanding of business, functions, policies and provide leadership connections. 3) Long-term initiatives focus on a business induction, functional induction and leadership interactions to help new employees integrate, understand their role in the business, and feel connected to the organization. Progress and impact will be tracked through surveys and retention metrics.

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    1) The document outlines an employee onboarding plan for Emerson Process Management. It discusses improving knowledge transfer, engagement, and time to productivity through a structured onboarding program. 2) The plan includes pre-joining activities like document uploads and joining day activities like introductions and IT set-up. Post-joining activities enhance understanding of business, functions, policies and provide leadership connections. 3) Long-term initiatives focus on a business induction, functional induction and leadership interactions to help new employees integrate, understand their role in the business, and feel connected to the organization. Progress and impact will be tracked through surveys and retention metrics.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    751 views18 pages

    Emerson Process Management - Employee Onboarding Plan

    Uploaded by

    Sneha Singh
    1) The document outlines an employee onboarding plan for Emerson Process Management. It discusses improving knowledge transfer, engagement, and time to productivity through a structured onboarding program. 2) The plan includes pre-joining activities like document uploads and joining day activities like introductions and IT set-up. Post-joining activities enhance understanding of business, functions, policies and provide leadership connections. 3) Long-term initiatives focus on a business induction, functional induction and leadership interactions to help new employees integrate, understand their role in the business, and feel connected to the organization. Progress and impact will be tracked through surveys and retention metrics.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
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    At a glance
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    The key takeaways from the document are that a structured onboarding program can help with knowledge transfer, engagement, productivity and reducing attrition of new employees. It discusses the importance of making new hires feel welcome and prepared.

    The document mentions that objectives of having a structured onboarding program include business impact, knowledge transfer, engagement levels, time to productivity, attrition and employer brand.

    The document discusses three levels of onboarding - Compliance, Clarification and Culture, and Connection. It covers ensuring employees understand their roles and responsibilities as well as integrating them into the organizational culture and networks.

    Emerson Process

    Management Employee
    Onboarding Plan
    Sarthak Gupta

    Outcomes of a structured Onboarding program


    Faster new hires feel welcome and prepared for their jobs, the faster they will be
    able to successfully contribute to the firms mission.
    Improvement Objectives

    Business Impact

    Knowledge Transfer

    Attrition

    Engagement Levels

    Time to productivity

    Automation

    Level of Productivity

    Consistency of Experience

    Onboarding administration costs

    Organization transformation

    Recruiting Costs

    Accountability

    Labour costs

    Employer Brand

    Ability to meet emerging talent needs

    Levels of on-boarding
    Compliance

    Clarification

    Legal rules & policy


    regulations

    Employees understand
    role and responsibility

    The 4 Cs

    Culture

    Connection

    Formal & informal


    organizational norms

    Interpersonal relationships
    Information networks

    As-Is activities
    One Day Induction Plan
    First Half: HR Team
    Joining Formalities
    Documentation completion
    Work Tools

    Lunch
    FAQs

    Second Half: HR & Supervisor


    Introduction to ZEAL
    Brief about structure of EPMI
    Introduction to Supervisor

    IT Infrastructure

    Welcome to Emerson

    ID Card

    Brief introduction to specific team, work

    Email ID, LAN ID, etc.


    Workstation allotted

    stream within EPMI that New Hire is


    joining

    What can be better


    Where are we headed?
    What is our impact on
    the business in India
    and globally?

    Need to give a greater


    understanding of the
    manufacturing space

    Checklists of what all I need to do


    and within what time periods

    Organization hierarchy and list of key


    contacts viz. business and administration
    sides

    There can be greater


    connect with the EPMI
    leaders

    The impact of being a truly global organization is not


    there

    Business session needs to have greater depth.


    Difficult to understand matrix structure,
    functions and categories

    Expected Questions
    Impact on Business

    Clarity on Operating Model

    What role do I play in the business?

    How is the organization structured?

    What does the future hold for

    What all activities come under the

    EPMI?

    scope of my work stream?


    What are the linkages between the
    different group entities?

    Connect with Emerson


    Greater

    connect

    Connect with EPMI Leaders


    with

    the

    organization via Business Leaders


    sessions
    Factory Visit

    Who do I reach out to if I need


    guidance?
    Who can help me connect quickly in
    the organization?

    New initiatives

    I.
    II.
    III.
    IV.
    V.
    VI.
    VII.
    VIII.

    Documents upload portal


    SAMPARK The query resolution portal
    Policy Handbook
    ZEAL Update
    Revamped Joining Kit
    The Emerson Online Network [EON]
    Emerson Business Spotlight
    Emerson Function Spotlight

    Recommended Plan

    PreJoining

    Joining
    First Day

    First
    Week

    Business and
    Functional Induction
    Within 1-3 months

    First 3 months

    HR Solutions

    The current responsibilities of the HR team would continue with suggested changes in the process
    The HR overview in ZEAL and SAMPARK would serve to answer basic questions that any new
    colleague may have

    Business
    Induction

    The business induction will focus on providing new colleagues with a holistic view of the organization
    which will help them understand:
    1. How the organization operates (structure, key categories, support functions, brands and people)
    2. Where the organization operates (markets, target groups, geographies, factories, offices)
    Establishing a connect between the new colleagues and the organization as a whole

    Functional
    Induction

    The functional induction will focus on a deep dive into the specific function. Focus on helping them
    understand:
    1. How function operates (clarity on the operating model, linkage between different businesses)
    2. How specific function impacts business of EPMI and Emerson Electric
    Establishing a connect between the new colleagues and EPMI leadership team

    Before Joining

    Joining Day

    Post Joining

    Recruitment team provides new joinee details to on-boarding team & BU


    First Contact (30 days before joining) : Contact new joinee to inform
    them and confirm
    Date & Time of joining
    Documents they need to carry
    Accommodation requirement
    Travel arrangements

    IT, HR and Admin team intimated to prepare:


    Seating space
    IT assets
    Joining kit
    Joining Letter

    2nd Contact (7 days before joining):


    Confirm Joining details
    Explain the process for the document upload portal

    Before Joining

    Joining Day

    Post Joining

    Before Joining

    Joining Day

    Post Joining

    Pre-Lunch

    Post Lunch

    Cross-check the joining documents with

    BU Head should introduce the new

    those

    uploaded

    on

    the

    online

    documentation portal

    Introduction to SAMPARK Query

    Welcome message from MD and Group


    Director HR
    Messages

    from

    employees

    sharing their experience in Emerson


    Introduction to the BU Head and HR
    team.

    resolution portal in SAMVAAD


    Short handout on all the frequently

    Screening of the Sizzle video


    Video

    joinee to the team

    used terms and acronyms in EPMI


    Provide the policy handbook
    Allow access to information
    when offsite

    Before Joining

    Joining Day

    Post Joining

    Introduction to the Buddy


    Introduction to ZEAL, SAMVAAD, policies etc.
    IT team creates email ID
    Admin team supplies ID card
    An organizational email is sent welcoming the new
    joinee and informing the other employees about the
    new joinee with his/her photograph & brief details.

    Before Joining

    Joining Day

    Post Joining

    Meet the new joinee informally to make sure all details are complete. IT asset, ID etc. have been
    provided.
    Mandatory first impression feedback from the employees on 7th, 30th, 90th & 180thday (ZEAL).
    Introduction to The EON

    First Impression interviews (7 to 15) days


    1.
    2.
    3.
    4.
    5.
    6.
    7.
    8.
    9.

    Have you received your permanent ID card and visiting cards?


    Do you have all the work tools you need?
    Is it what you expected when hired?
    Any surprises? If yes, what
    Was New Employee Orientation helpful?
    Anything that you would you do differently?
    Did you visit ZEAL?
    Was it easy to find?
    Anything else that you need, that you don't have access to?

    Post-joining Induction plan


    Program Details
    The Business and Functional Induction would be scheduled with a frequency of 2 months
    To be conducted over 2.5 days (1 day Business Focus, 1 day Functional Spotlight, 0.5 day Factory Visit)
    New joinees would be tracked to ensure they attend the program (within first 2 months);
    Accountability for participation would be on the respective supervisors of the new joinees

    Support Structure
    Buddy
    Partners with a new hire during
    their first 2 months
    Help new hire to:
    Acclimate to the environment
    Assimilate into work group
    Affiliate with colleagues
    Foster a sense of purpose
    and belonging
    Transition into organization

    Supervisor
    Responsible for explaining the
    role in detail to the new
    employee coverage of
    accountabilities, goals,
    stakeholders, team
    Overall objective of the role
    Business/ BU/ Function Strategy,
    Team Vision & Goals
    Ways of Working

    HR
    Responsible for overall program
    structure and achievement of
    program objectives
    Leads program management,
    reviews and feedback
    Drives the program in
    conjunction with the employee
    supervisor

    Emerson Business Spotlight


    Focus of Outcome: Providing new joinees with a holistic view of the organization for clarity on:
    How the organization operates (structure, key categories, support functions, brands and people)
    Where the organization operates (markets, geographies India/ Region, factories, offices)
    Establishing a connect between the new colleagues and the organization as a whole

    Program Characteristics
    Depth of coverage: Basic overview of the business and organization
    Objective
    Scope of activities/ responsibilities
    Duration of each Session
    45 minutes
    Presentation and Q&A
    Structure of each Session
    Classroom
    Facilitators for each Session
    Team Leads/ Senior Managers
    Venue: EPMI, Powai
    Total Time Investment of New Hire
    1 Day Classroom
    0.5 Day Factory Visit

    Emerson Function Spotlight


    Focus of Outcome: A deep dive into the specific function to help new colleagues understand:
    How function operates (clarity on the operating model, linkage between different businesses)
    How specific function impacts business of EPMI and Emerson Electric
    Establishing a connect between the new colleagues and the EPMI leadership team

    Depth of coverage: Detailed


    coverage of sub-function

    Facilitators for each Session


    Team Leads/ Senior Managers

    Objective

    Venue: Functional centre

    Scope of activities/

    Total Time Investment of New Hire

    responsibilities
    Duration of each Session
    45 minutes
    Structure of each Session
    Marketplace (in groups)

    1 Day
    Lunch with Leaders
    Cafeteria Lunch arranged for
    participants and leaders
    Informal catch-up and intro

    Before Joining

    Joining Day

    Post Joining

    Onboarding record tracking


    1st stage Surveys
    Built into ZEAL
    New hire feeling of belongingness
    2nd stage Data based (Comparison with past data)
    90 Day separations
    1st Year separations

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