NEW EMPLOYEE ONBOARDING PROGRAM

Setelah proses rekrutmen dan seleksi calon karyawan, maka langkah yang terpenting
berikutnya adalah bagaimana agar organisasi / perusahaan dapat meningkatkan
efektivitas sistem talent management melalui program strategi onboading. Onboarding
merupakan proses yang membantu karyawan baru dalam menyesuaikan diri secara
sosial dan performa atas pekerjaan baru mereka secara cepat dan halus. Ini seharusnya
menjadi prioritas perusahaan dan departemen Human Resources, mengingat di
Indonesia transisi para pekerja yang sangat tinggi.

Program onboarding dapat dilakukan dalam dua cara yaitu:

a. Informal onboarding. Proses ini diindikasikan dengan bagaimana karyawan

belajar mengenai pekerjaan barunya dalam suasana yang informal atau sehari-
hari tanpa mengacu pada rencana perusahaan
b. Formal onboarding. Proses ini sangat berpedoman dengan prosedur yang sudah
direncanakan dalam program perusahaan dan dalam bentuk tertulis serta
terkoordinasi untuk menilai bagaimana karyawna baru menyesuaikan diri
dengan pekerjaan barunya baik dalam aspek pekerjaan maupun sosial.

Program onboarding HR mengandung empat skala ukur yang dikenal dengan Four C’s,
yaitu:

a. Compliance. Skala ini merupakan yang paling rendah dan berisi serangkaian
program untuk memberikan pengetahuan terhadap karyawan mengenai
peraturan dasar dan kebijakan perusahaan.
b. Clarification. Skala berikutnya ini berusaha menjamin bahwa karyawan
memahami mengenai pekerjaan baru mereka dan ekspetasinya.
 c. Culture. Skala ini merupakan tingkat dimana karyawna baru akan dileburkan
dengan norma-norma atau kebiasaan atau budaya perusahaan baik formal
maupun informal.
d. Connection Skala ini mengacu pada hubungan interpersonal dan jaringan
informasi yang vital dimana karyawan baru harus ciptakan.

Skala ukur tersebut kemudian akan terintegrasi dengan tingkat onboarding yang
dialami oleh karyawna baru. Berikut adalah penjelasannya:

a. Level 1 : Passive Onboarding

b. Level 2 : High Potential
c. Level 3 : Proactive

Industry, Organization Size, Leadership, Climate and Culture

Recruiting Orientation Forums : Support Tools &

Process : RJP, Roundtable Processes : Written
Career Path Discussion (FGD) Onboarding Plan,
Meeting with Key Insider

Successful
Onboarding
Program

Feedback Tools: Training : Coaching and Support by

Performance Hardskills, Softskills, HR dept and Head of
Appraisals Onboarding Skills Dept, on the job learning

Model of Onboarding Process Integrated with Programs

Onboarding program :

a. Training and roundtable discussions (FGD)

b. Meetings with key insiders
c. On-the-job learning supported by line management
d. Individual mentoring and HR support
e. RJP (Realistic Job Previews)
f. Written Onboarding plan. Dokumen formal atau roadmap yang memberikan
gambaran secara spesifik timeline, tujuan, tanggungjawab, dan dukungan yang
ada untuk karyawan baru sehingga dapat membantu mereka berhasil dalam
proses onboarding. Perencanaan onboarding yang efektif biasanya tertulis dan
dikomunikasikan kepada seluruh anggota perusahaan dan secara konsisten
diaplikasikan dan diukur.

ONBOARDING TOOL : CONVERSATION GUIDE

WRITTEN ONBOARDING PLAN FOR NEW HIRE
Learning
Give me your read on the general situation at the firm
What strenghts/capabilities are required
Which strenghts/capabilities exist now?
Can you offer some examples?
Expectations
What do you see as high priorities?
Lower priorities?
Current untouchable topics?
What resources are available to invest against these priorities?
Implementation
Tell me about the control points, both metric and process, such as meetings,
reports, etc.
Tell me about some of the decisions we make
Who makes them, and who else is involved? How?
What is the best way to communicate with you, including mode, manner,
frequency and how to deal with disagreements?
 Onboarding Timeline
ONBOARDING TOOL
Orientation Program
Written Onboarding Plan
Leadership Tools
Key Stakeholder Meetings
New Leader-Team Integration
New Peer Integration
Key Stakeholder Check-in
Meetings
Executive Networking Forums
360-Degree Feedback
WHY IS IT USED? WHEN IS IT USED?
Includes information on the Held on the first day on the
business, hsitory, culture, job
and values
Help new executives Provided in the first week
organize and prioritize the after entry
onboarding process
Help new executives Provided in the first week
understand the leadership after entry
framework
Allow for important flows Must be done in the first
of information and for two months
expectation setting
Helps accelerate the Occurs between two and
development of three months after entry
relationships between the
new executive and his or
her team members
Helps accelerate the Occurs between two and
development of three months after entry
relationshiips between the
new executive and the rest
of the executive team
Help diagnose potential Occurs between two and
problems, receive three months after entry
developmental feedback
and create solutions
Help new executives Held quarterly
connect and network with
other executives
Helps new executives gauge Occurs after six months
how they are performing after entry
on key metrics as measured
by those around them
ONBOARDING SCORECARD :

ONBOARDING TRACK RECORD

Step + Successes - Opportunities to Improve
1. Understand how
onboarding can
take the
organization to the
next level
2. Clarify how the new
employee will meet
organization’s
needs
3. Align stakeholder’s
expectations of new
employee
4. Create a powerful
slate of potential
candidates
5. Evaluate candidates
against the
recruiting brief
6. Make the offer and
close the sale in a
way that reinforces
your leadership
message
7. Co-create a
personal
onboarding plan
with each new
employee
8. Manage the
announcement
cascade to set the
new employee up
for success
9. Do what is required
for the new
employee to be
ready, eager and
able to do real work
on day 1
10. Manage first
impresisons both
ways
11. Create conditions
for new employees
to work well early
 on with those who
were most helpful
12. Give your new
employees the
resources and
support they need
to deliver better
results faster
13. Follow through to
ensure ongoing
adjustment and
success