1 of 10

Needs Assessment Report� �New Employee Onboarding (NEO) �Program at GP Strategies

THE HIGHER GROUP

JENNIFER PARK, PARAMA BHATTACHARYA, DIANE YANG

​

​

2 of 10

Aim and Scope

  • Employees’ satisfaction of the onboarding
  • New employees’ needs for the onboarding
  • Recommend on the NEO program

Enhance job readiness of the younger generations

3 of 10

  • A global performance improvement provider
  • Approx. 300 employees in the Learning Solutions division
  • Anticipating an influx of younger new employees

​

Assess current onboarding program & identify ways to refine it to sustain the younger population in the organization (Millennials)

Background

4 of 10

Frame Factors

Internal

    • Limited time
    • Availability of the client

External

    • Lack of archival data
    • Confusion in the time zone difference.
    • Delayed schedule

5 of 10

Project Methodology

6 of 10

Data Analysis�(SWOT)

7 of 10

Findings

Positives

Negatives

  1. Intensive and inclusive onboarding program
  1. The onboarding program should update some training materials
  1. Customized onboarding
  1. Millennial employees are not as highly satisfied with the mentoring process
  1. Personal relationships and trust are built through mentoring program
  1. Mentoring and the onboarding do not involve newer employees

​

  1. It requires almost a month for the new employees to be job ready.

​

  1. Remote-working employees lack everyday interaction with the team/colleagues.

8 of 10

Recommendations

  1. The onboarding program should be updated regularly and on a continuous basis.

(Findings 1, 4, 5, 7, 8)

  • Make the mentorship component of the onboarding program more robust by applying reverse mentorship.

(Findings 2, 3, 5, 6)

  • There should be a separate training component for new employees who are working remotely (Findings 2, 3, 8)

​

​

Findings

  1. Intensive and inclusive onboarding program
  2. Customized onboarding
  3. Personal relationships and trust are built through mentoring program
  4. Some training materials should be updated
  5. Millennial employees are not as highly satisfied with the mentoring process
  6. Mentoring and the onboarding do not involve newer employees
  7. It requires almost a month for the new employees to be job ready.
  8. Remote-working employees lack everyday interaction with the team/colleagues.

9 of 10

Lessons Learned

    • Continuous contact with the client is important to prevent schedule conflict.
    • In-depth interview is crucial in creating meaningful survey questions.
    • Efforts were put in to gain reliability and validity.
    • Various resources were used and analyzed.

​

​

10 of 10

��THANK YOU