STAFFING:
Onboarding and employee separation
DR. EMMANUEL DOTONG, CHIA, MBDBI, FBE
2
01 EMPLOYEE ONBOARDING
AGENDA
Definition, Purpose, Process, and Strategies
02 EMPLOYEE SEPARATION AND TURNOVER
Definition, Importance, and Techniques
EMPLOYEE ONBOARDING
Definition, Process, and Strategies
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Employee Onboarding
▪ The structured process of integrating new employees
into an organization.
▪ Crucial for acclimating employees to their roles and
the company culture, ultimately impacting retention
and productivity.
Employee onboarding 5
purpose
Role orientation Cultural integration Employee engagement Increase productivity
Helps new employees Facilitates quicker Enhances job Increases productivity
understand their roles integration into the satisfaction and by providing necessary
and responsibilities. company culture. reduces turnover rates. tools and resources
early on.
Human Resource Management
Onboarding Components 01 Pre-boarding
Initiate contact with new hires before their
start date to handle paperwork and provide a
warm welcome.
orientation 02
Introduce company culture, values, and policies.
Provide a tour of the facilities and an overview of
the organization’s history and mission.
03 Training and development
Offer role-specific training and resources to
ensure employees have the skills and
knowledge needed to succeed.
Socialization techniques 04
Implement mentorship or buddy systems,
organize team-building activities, and
encourage open communication to help new
hires integrate socially.
Pre-boarding 7
communication paperwork
▪ Reach out to new hires before their ▪ Complete necessary administrative
start date with welcome messages tasks, such as signing contracts
and information about their first and setting up payroll, to ensure a
day to create a positive first smooth start.
impression.
Human Resource Management
orientation 8
Introduction to the company Facility tour
▪ Provide an overview of the ▪ Familiarize new hires with the
organization’s history, mission, and workplace, including their
values. workstations, common areas, and
▪ Introduce key policies and emergency exits.
procedures to align new hires with
company culture.
Human Resource Management
Role-specific training 9
Job responsibilities Tools and systems
▪ Clearly outline the roles and ▪ Offer training on the tools,
responsibilities of the new software, and systems they will use
employee. in their daily work.
▪ Provide any necessary training or
resources to help them succeed in
their position.
Human Resource Management
Social integration 10
Team introduction mentorship
▪ Introduce new hires to their team ▪ Assign a mentor or buddy to guide
members and key stakeholders. the new employee through their
▪ Encourage team-building activities initial weeks and answer any
to foster relationships and questions they may have.
collaboration.
Human Resource Management
Ongoing Support and Feedback 11
Regular check-ins Continuous development
▪ Schedule regular meetings to ▪ Offer opportunities for further
discuss progress, address learning and development to
concerns, and provide feedback to support career growth and
ensure continuous improvement advancement.
and satisfaction.
Human Resource Management
Evaluation and adjustment 12
Feedback collection Process refinement
▪ Gather feedback from new hires ▪ Adjust and refine the onboarding
about their onboarding experience process based on feedback and
to identify areas for improvement. changing organizational needs to
enhance its effectiveness.
Human Resource Management
Managing employee
separation and turnover
Definition, Process, and Strategies
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Employee separation
▪ Employee separation refers to the process by which
an employee leaves an organization.
▪ Employee separation can be voluntary (resignation) or
involuntary (termination, layoffs).
▪ Effective management of these processes is
essential to minimize disruption and maintain morale.
Types of employee separation 15
Voluntary separation involuntary separation
resignation termination
When an employee chooses to leave When an organization ends an
the organization on their own accord, employee's contract due to
often for personal reasons, career performance issues, misconduct, or
advancement, or dissatisfaction. violation of company policies.
retirement Layoffs/redundancies
When an employee leaves the When an organization ends an
workforce after reaching a certain employee's contract due to
age or fulfilling specific service performance issues, misconduct, or
requirements. violation of company policies.
Human Resource Management
Importance of managing employee separation 16
Legal compliance Reputation management
Ensuring that all separations comply with Handling separations professionally and
employment laws to avoid wrongful ethically to maintain the organization’s
termination claims and other legal issues. reputation as a fair employer.
Knowledge transfer Employee morale
Facilitating the transfer of knowledge and Maintaining transparency and fairness in the
responsibilities to minimize disruptions in separation process to preserve morale among
operations. remaining employees.
Human Resource Management
QUESTIONS?
/emmanueldotong/ [email protected]
