2. Develop an onboarding program, including an implementation and communication plan.
4. To do this assignment, you will assume you are the HR leader for a financial services provider, ABC Financial, whose office is located in Toronto.
6. There are currently approximately 1000 employees employed and there are expansion plans on the horizon that are expected to result in an increase in staffing levels of 50% over the next two years.
8. One of your departmental goals this year is to develop an onboarding program to be launched and implemented by the end of the fiscal year (assume you have six months to develop and launch the program).
10. The overarching objective of the program is to integrate new employees into the organization through a comprehensive onboarding program that will result in new employees engaging with numerous employees in various departments across the organization to learn as much about the organization, and their specific job function, as quickly and efficiently, as possible.
12. Again, the purpose of the program is to embed new employees into the organizational culture and help them to become high performing employees in a shorter timeframe than was the case previously without an onboarding program.

The onboarding program will include (at a minimum) the following elements:

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   • What are the organization's objectives?
   • How will the program align with the vision, mission and values of the organization?
   • How will it align with the organization's learning culture?
   • How will it align with the HR strategy?

• How will new employees be welcomed into the organization and begin the learning process even before the first day of employment?
• Who will be the champions of this program and what will his or her accountabilities be?
• What specific role will HR play in maintaining and supporting the program?
• What aspects of the business will new employees be exposed to?
• What specific learning is required for a new employee (consider things like policies and procedures early in the process, as well as other learning opportunities that can wait for later in the process.)
• What are the components of the program and what are the objectives of each component (example: a monthly meeting with each departmental manager to review the purpose and function of each department while gaining the benefits of meeting with management, or other key people in the organization).
• How will you ensure current employees receive the same learning opportunities that new employees are now receiving through a formalized onboarding program?

 

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• Who in the organization will the new plan be communicated to and by whom?
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• When will communication of the new program begin?
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• How will you communicate the new plan?
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1. Timeframe- Implementation Plan- the program must be a minimum of six months in duration, a maximum of 12 months, with learning opportunities mapped throughout the defined period of the program. You may create a chart of indicate the timeframes and implementation steps.

1. Evaluation - how will the program be evaluated and how often?