Hi Friends, I need to prepare 90 days onboarding program for the new joiners. I have just heard this term but dont know the details of such a program. Would appreciate if someone could help me understand it.
Thanks
From India, undefined
Thanks
From India, undefined
Dear Colleague,
The First 90 days like a bride going to the Mother In- Law's house which is entirely new to the bride. She has to cope with the new environment, new expectations, new roles, new world altogether. Hence a 30-60-90 day plan is what it sounds like: a document that articulates your intentions for the first 30, 60, and 90 days of a new job. It should be ideally the Induction part of the job which might cover but not limiting to:
1. Role Importance Briefing
2. Explaining Job description
3. Explaining Key Responsibilities
4. Explaining and fixing KRAs /KPIs for the role
5. Reporting Relationships and brief relating to this
6. Explaining the Way of Life/ policies
7. Direct meeting with promotors/ CEOs/ Unit Heads/ HODs
8. HR Induction on the Expectations and policies
9. Joining Formalities
10. Documentations on all respects
11. Visits to facilities and familiarization
12. Provision of Facilities to perform
13. Work environment and risk involved
14. Tour on the facility and process and role of the talent
15. Explaining the benefits and engagement programs
16. Suggestion and interactions
17. Hand holding for next 30-60th day
18. From 61st day take off and on trial upto 90 days
the program has to be designed in such a manner as given in the brief above.
From India, Chennai
309The First 90 days like a bride going to the Mother In- Law's house which is entirely new to the bride. She has to cope with the new environment, new expectations, new roles, new world altogether. Hence a 30-60-90 day plan is what it sounds like: a document that articulates your intentions for the first 30, 60, and 90 days of a new job. It should be ideally the Induction part of the job which might cover but not limiting to:
1. Role Importance Briefing
2. Explaining Job description
3. Explaining Key Responsibilities
4. Explaining and fixing KRAs /KPIs for the role
5. Reporting Relationships and brief relating to this
6. Explaining the Way of Life/ policies
7. Direct meeting with promotors/ CEOs/ Unit Heads/ HODs
8. HR Induction on the Expectations and policies
9. Joining Formalities
10. Documentations on all respects
11. Visits to facilities and familiarization
12. Provision of Facilities to perform
13. Work environment and risk involved
14. Tour on the facility and process and role of the talent
15. Explaining the benefits and engagement programs
16. Suggestion and interactions
17. Hand holding for next 30-60th day
18. From 61st day take off and on trial upto 90 days
the program has to be designed in such a manner as given in the brief above.
From India, Chennai
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