On-Boarding & Dual Career Management

ON-BOARDING &DUAL CAREER MANAGEMENT1ON-BOARDINGAccording to US Department of Defence, On-Boarding involves integrating and acculturating new employees into the organization and providing them with the tools, resources and knowledge to become successful and productive from accepted offer to end of first year. ON-BOARDING PROCESSOn-Boarding provides an in-depth and comprehensive assimilation process that normally extends from three months to one year in order to connect the employee to the job, team and organisational values.ON-BOARDING PROCESSPLACEMENTSpecific positioning of new employee on a defined role after s/he must have accepted the offer of employment and endorsed the statement of job description.ORIENTATIONOrientation is a social function which serves as a familiarization programme provided to new employees. It stands as Getting to know us programme.INDUCTIONInduction is a structured training programme aimed at infusing key knowledge, skills and abilities into new employees, so as to sharpen and fine tune them for effective positioning.MENTORSHIP DEVELOPMENTAt this stage, a mentor is assigned to each new employee for developing and administering institutional and experiential guidance, which nurtures talent and promotes the bond between mentor and employee as a sense of belonging and room for growth as well as expertise development.EMPLOYEE ENGAGEMENT PROPAGATIONEmployee engagement programmes aid in influencing employees to adopt an organization's brand and stand in that identity with a measure of loyalty, which reduces staff turnover, hence enhancing retention. RELATIONSHIP REINFORCEMENT & REVIEWThe ensuring relationship between employees and that organization must be managed and reviewed for improvement in order to optimize goal congruency.ON-BOARDING APPROCHESOnBoardingINDIVIDUAL APPROACHThe new hire is responsible for ensuring that her/his integration into the new company is a success by LEARNING, building RELATIONSHIPS, and PERFORMING to meet the expectations of new organization.ORGANIZATION APPROACHThe organization delivers learning opportunities, resources, and tools to ensure the new hire is properly integrated to impact their performance.HOLISTIC APPROACHThe holistic approach involves a combination of both Individual and Organizational Approach with clear measure on: Role, Relationship, Culture and Critical Stakeholder Involvement.STRATEGIC ON BOARDING MODEL

DUAL-CAREER PATHSA career path is a sequence of job positions involving similar types of work and skills that employees move through in the company.For companies with professional employees, a key issue is how to ensure that they feel they are valued.The traditional career path model has limited advancement opportunities for those in the technical career path.TRADITIONAL CAREER PATH FOR SCIENTISTS AND MANAGERS:Individual Contributor Career PathManagement Career PathScientistResearch ScientistPrincipal Research ScientistAssistant ManagerManagerDepartment ManagerAssistant DirectorDirector

A dual-career-path system enables employees to remain in a technical career path or move into a management career path.MANAGEMENT LADDERTECHNICAL LADDERSenior AssociateAssociateEngineers, Programmers, ScientistsProjectDevelopmentSeniorFunctional ManagementExecutivesStaffAdvisorySeniorSenior Technical Staff MemberFellowExample of a dual-career-path system19See Exhibit 14.8, page 504CHARACTERISTICS OF EFFECTIVE CAREER PATHSSalary, status, and incentives for technical employees compare favorably with those of managers.Individual contributors base salary may be lower than managers, but they are given opportunities to increase their total compensation through bonuses.The individual contributor career path is not used to satisfy poor performers who have no managerial potential.

CHARACTERISTICS OF EFFECTIVE CAREER PATHS (CONTD)The career path is for employees with outstanding technical skills.Individual contributors are given the opportunity to choose their career path.The company provides assessment resources.Assessment information enables employees to make comparisons between their interests and abilities with those of employees in technical and managerial positions. SKILLS OBSOLESCENCEObsolescence a reduction in an employees competence resulting from a lack of knowledge of new work processes, techniques, and technologies that have developed since the employee completed her education.Not just a concern of technical and professional occupations. All employees are at risk.Obsolescence needs to be avoided if companies are trying to become learning organizations.FACTORS RELATED TO UPDATING SKILLSUpdated SkillsManagerCompany ClimateReward SystemPeers Provide Challenging Work Assignments Encourage Employees to Acquire New Skills Discuss Ideas Share Information Emphasis on Continuous Learning Sabbaticals Pay for New Ideas Pay for Employee Development