ba312 project
DESCRIPTION
TRANSCRIPT
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On-Boarding Interns
BADM 31212/2/2009Kenneth FongAnthony KimCarmen LeungJennifer NoinajCrystal Ye
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Agenda
1. Company Background2. Situation3. Problem Analysis4. Recommendations5. Conclusion
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Company Background• Industrial company– Financial services– Media– Technology
• Operates 5 business segments
• US and 41 other countries• 323,000 employees
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Situation
• 6 internship programs• 2000+ interns• Three stages:– On-boarding– During– Feedback
• Why On-Boarding?
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“Onboarding is the process of integrating new employees into an organization; preparing them to succeed at their job and become fully engaged, productive members of the organization.” (Lee, Successful Onboarding)
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Problem Analysis
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Unprepared Workplace
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Uncoordinated Orientation and Training
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Lack of Meaningful Projects
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Class Concepts• Bureaucracy• Hierarchy• Structure and Fit• Culture
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Recommendations
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Pre-arrival
1. Program Communication2. Role Coordination3. Recruitment & Hiring4. Workplace Setup
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“Direct reports’ level of commitment and engagement, productivity that depends on shared coordination across the organization, and achieving expected results all relate to a positive start.” (Derven, Management On-boarding)
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Orientation
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9AM - 12PM• About GE: background, businesses, core values• About internship programs: CLP, CLDP, EEDP, FMP,
IMLP, OMLP• Networking with other interns: ice breaker games
12PM - 3PM • Program-specific lunch• Site location tour
3PM - 5PM• Project assignment & summer timeline• Expectations (evaluation & end goals)• E-mail, voicemail, computer set-up
Orientation Schedule
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Integration
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Implementation Timeline
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Implementation Timeline
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Success Factors
• Including positions in future staffing forecasts• Top management support• Manager buy-in• Adapting to changing audience
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“Those who are engaged on the first day of work have a greater incentive to stay.” (Aberdeen Group, Onboarding Benchmark Report)
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