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Learn From the Leaders Series:

Embry Riddle University’s

Onboarding and Beyond.
Leveraging Innovative
Technology

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may not be copied or reproduced in any way without express
written permission. © 2009
Agenda
 The business case for web-based onboarding
 Embry Riddle University
 Q&A
Agenda
 The business case for web-based onboarding
 Embry Riddle University
 Q&A
Onboarding by the Numbers
 Average days to productivity  45 – goal: productivity day 1
 Average numbers of steps  30 if not orchestrated
involved
 Average number of systems  14 separate systems, log-ins, etc.
involved
 Percent of compliance
 8% – too much considering
paperwork not collected
litigation costs
 Annual dollars spent on new
 $4.3B – much lost after day 1
hire orientation
 Percent of new hires that
decide to stay with a  80% – turnover: new hire
company within the first six orientation + replacement = big
months bucks!
Sources: University of Michigan; Training Magazine; American Society of Training &
Development; U.S. Dept of Labor
Top 4 Business Pressures
Source: AberdeenGroup 2009

Best in class organizations ensure new hires are

engaged and assimilated into culture on day 1
Key Benefits Of Onboarding
 Engages employees via
personalized
experience
 Improves time to productivity
 Improves new hire retention
 Builds employer brand
 Reduces paper and administrative time
 Captures and routes new hire data
 Reduces legal exposure
 Promotes fair execution of company policies
 TheComponents
Key Three Main Components of Effective
of Effective Onboarding
Onboarding • Content
• Engagement techniques (flash, video, etc.)
• Process orchestration • Decision support
• Task regulation (comp dates, overdue , at risk)
• Integration of foreign systems
• Step by step or open access

• Backend HRMS forms capture

• Standalone forms capture
• Pre- delivered library of forms
• I9, W4, State Tax, etc.

7
Importance of Technology
 Pre-boarding access  Orchestration
 Personalization  Integration
 Workflow  Ability to extend
 Ease-of-use and onboarding past day 1
views from  Analytics
employee, hiring  Knowledgebase and
manager and HR benefits decision
point of view support
Typical
TypicalNew
NewHire
HirePackage
Package
1. Welcome and introduction to the company
2. Mission, goals, objectives, products of the company
3. What to do, where to be
4. Forms to complete (I-9, W4, direct deposit, personal Info, etc.)
5. Services to set up (e-mail, systems accounts, computer
procurement)
6. Policies and compliance (company policies, harassment, code of
conduct, confidentiality, electronic communication, conflict of
interest, insider trading, vacation, etc.)
7. Benefit evaluation and elections (medical, dental, vision, insurance,
DC/DB plans, ESPP & SO, other voluntary plans, etc.
8. Training and development
9. Other services (cafeteria, discount programs, dry cleaning,
holidays, employee referrals, etc.)
10. … …Content IS Crucial
Best-in-Class Onboarding
 Fox Entertainment Group
 Part of overall retention initiatives
 2,500 new hires per year
 Company brand and bond
 Pre-boarding
 Provisioning

 Alegent Health
 9,000 employees / appx. 1,500
new hires annually
 Consolidate 5 hiring locations to 1
 Reduced new hire turnover 4% first 90 days
 Expect $1.4 million savings 3 years
 Initial input: Fun, easy-to-use, feel like I work for a “leader” in
competitive healthcare industry
Agenda
 The business case for web-based onboarding
 Embry Riddle University
 Q&A
Embry Riddle Aeronautical University
 World’s largest university specializing in
aviation and aerospace
 30+ degree programs; 34,000 students in
undergraduate and graduate programs.
 Residential campuses in AZ, FL as well as
global centers
 www.embryriddle.edu.
 Employee culture:
 Emphasize sharing of ideas while building
relationships internally and externally
 Employees are top notch – strive for excellence in
everything we do.
Onboarding Business Drivers
 Pre-boarding
 Ability to get paperwork and provisioning
done prior to day 1
 Pre-population of form information into HRMS
and other systems
 Productivity
 Now paperwork is completed prior to new hire start
 Employee has internet access, desk, manager knows they’re
there
 Engagement
 Wanted new hires to feel engaged from day “zero” and feel
part of community on day 1
Before Onboarding Technology
 Cumbersome, ineffective process
 Want people to get started in new
roles as soon as possible
on Day 1,
so forms, paperwork and benefits
enrollment
completed at orientation
 Left little time for culturization and
socialization – “first
impression” was taken up with
completing forms and enrolling
in benefits.
And After …
 Many components of socialization now part of
onboarding tour on system (policies, benefit
options, about ERAU, etc.)
 Powerful benefit decision support online as part of
tour and ongoing access
 All paperwork collected online prior to start dates
 Day 1 face-to-face orientation more effective
 Now can talk about important topics such as culture,
welcoming from the President, etc.
 Have more time to answer questions
 New employees feel more part of community when they go to their new
role, location, department, etc.
 And, confirms that they have come to work for a leader
and innovator
Key Features We Were Looking For in
Onboarding Technology
 24/7 web-based so new hires could
access from home before day 1
 SaaS – vendor to maintain content
 Personalized – want new hires to see
only policies, benefits relevant to them
 Ability to integrate with HRIS, self-service
 Integration with knowledgebase and benefits decision
support
 Desired integration with portal platform so employees
could continue to use beyond onboarding
Extending Onboarding Beyond Day 1
 Onboarding portal becomes
employee portal
 Contains same knowledgebase
and benefits decision support
 Employees use ongoing for
policies, open enrollment, life
events, etc.
 Provides continuous brand,
connection
 “HR Anywhere”
Agenda
 The business case for web-based onboarding
 Embry Riddle University
 Q&A and about your sponsor
About Your Sponsor

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