Streamlining the onboarding process while improving new hire satisfaction

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Streamlining the onboarding process while improving new hire satisfaction Matt Sims, PHR Human Resources Manager Tenneco, Inc.

description

Companies everywhere are making resolutions to be more successful and find and retain top talent in the new year. Is your new hire onboarding process costing you time and resources or making a business impact?

Transcript of Streamlining the onboarding process while improving new hire satisfaction

Page 1: Streamlining the onboarding process while improving new hire satisfaction

Streamlining the onboarding process while improving new hire satisfaction

Matt Sims, PHRHuman Resources ManagerTenneco, Inc.

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About Tenneco One of the worlds’ largest leading

designers, manufacturers and distributors of emission control and ride control products and systems for the transportation original equipment market and the aftermarket.

NYSE: TEN21,000 employees worldwide$6.0B in annual revenue80 manufacturing locations14 engineering centersServing over 100 countries

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Markets ServedPassenger carLight truckOn- and off-road commercial

vehiclesLocomotiveAgriculturalForestry vehiclesConstructionTwo-wheel vehiclesOff-road recreational

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Going Back In Time (2004)No careers pageNo applicant tracking system

(ATS)All recruitment activity handled

manually, primarily via ExcelInconsistent recruitment

processesOrientations were poorly

executedOnboarding was not in the

vocabulary

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Welcome to the 21st Century!Proposal to implement an ATS was

finally approved in 2007Began as a North America initiative,

and soon become globalWas not even aware of electronic

onboarding solutions at that timeDecision was made to move forward

with OpenHire for our ATS and RedCarpet for our electronic onboarding solution

OpenHire implemented in early 2008

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Tenneco Onboarding in 2008New Hires:

◦ Sitting in the HR conference room for 3-4 hours, reviewing policies and manually completing forms

◦ Seldom did the new hires show up with everything required to “hit the ground running”

◦ Forgot proper identification for the I-9, forgot to bring in bank information for the direct deposit form, etc.

◦ Comments on new hire surveys reflected a broken process and a general dissatisfaction with our onboarding procedures.

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Tenneco Onboarding in 2008

Managers:◦ Quite often were not ready for the new hire◦ IT entitlements were rarely executed in a

timely fashion No computer, no phone, no e-mail when new hire

arrived

◦ Workspaces were not cleaned, prepared and ready for use, if available at all.

◦ Not aware that they were responsible for managing these processes.

◦ Lowest marks received on the new hire survey Not ready for me when I arrived!

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Tenneco Onboarding in 2008Human Resources:

◦ All new hire paperwork was actually paper(manual processes)

◦ Using checklists to make sure we had everything we needed from the new hire

◦ Payroll information had to be faxed to the payroll data entry administrator

◦ Providing the new hire with paper copies of all policies and procedures, some up to 30 pages in length

◦ Had to remember to send the new hires additional information after their start date (i.e. online payroll information, new hire survey, training requirements)

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What Changed?While going through the vendor

selection process for our ATS (OpenHire), an organizational decision was made to improve our onboarding processes globally

Goal: Improve the new hire onboarding experience, while significantly reducingnon-value added orientation activities

RedCarpet was selected by a team of global HR professionals as our electronic onboarding solution

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Why RedCarpet?Needed a global solution that

could support several different languages

Needed a user-friendly system, especially for our manufacturing locations

Needed the ability to eliminate as many manual processes as possible

Needed a system that allowed for continuous improvements

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Implementation ProcessImplementation team consisted of HR

and IT individuals from the U.S., Belgium, Germany, Czech Republic and France

Implementation took approximately six months to complete (driven by Tenneco time line)

Weekly conference calls with designated SilkRoad Technology implementation expert

Start small, improve laterPhased implementation, North

America launching firstOfficially launched in February 2010

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Sint-Truiden, Belgium

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Reynosa, Mexico

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Immediate BenefitsReduced non-value added orientation time

by 95%◦ 4 hours to 30 minutes (human touch still needed)

Local facility portals allow for new hires to walk in knowing much more about their workplace

Web-based system gives the new hire the opportunity to review the information from the comfort of their home, around their own schedule

Friendly reminders to hiring managers so nothing “falls through the cracks”

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Immediate BenefitsEliminated 95% of the paper forms

used prior to implementationNo longer required to fax payroll

information◦ Retrieved via RedCarpet and OpenHire

Utilization for post hire activities◦ New hire survey◦ Payroll instructions◦ Required e-learning◦ Quality of hire questionnaire

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The Results Speak for Themselves!

North America

International

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The Results Speak for Themselves!

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SilkRoad: 1-866-329-3363//[email protected]//www.silkroad.com

Tenneco: Matt Sims//[email protected]