Enhancing Employee Onboarding at OMES
OMES is dedicated to improving the employee onboarding experience by aligning it with strategic goals. The holistic onboarding process involves phases focusing on different aspects such as HCM orientation, division-specific information, OMES culture, and on-the-job training. By investing in onboarding, OMES aims to boost employee engagement, retention, and overall organizational success.
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Presentation Transcript
OMES Onboarding Expansion Initiative
Overview OMES is committed to enhancing the employee onboarding experience and will illustrate that commitment by keeping our strategic goals in mind as we bring new employees into the agency. We believe that communicating our goals with employees from day one of employment will be the foundation for these individuals long-term success within the agency. We are confident that an investment in employee onboarding will improve employee engagement and retention, support positive business practices, and reinforce OMES culture.
Holistic Employee Onboarding Phase I: HCM Employee Orientation Phase II: Division-Specific Orientation Phase III: OMES Culture Orientation Phase IV: On-the-Job Orientation
Phase I: HCM Employee Orientation Objective: equip employees with immediate technical information necessary to hit the ground running. Description: weekly informational session facilitated by HCM overview of OMES history OMES vision and mission OMES policies, procedures, and timesheets benefits including insurance, leave, retirement, holidays, and longevity
Phase II: Division-Specific Orientation Objective: equip new employees with division-specific information to increase awareness of how his/her role fits into the agency structure. Description: modeled after the IS division orientation weekly informational session facilitated by designated individuals within a division introduce division leadership division-specific programs and standard operating procedures building safety and evacuation procedures
Cul-ture (noun) \kel-cher\ A way of thinking, behaving, or working that exists in a place or organization. Phase III OMES Culture Orientation
Phase III: OMES Culture Orientation Objective: expand employees knowledge of OMES and state government, promote OMES culture and expectations, and cultivate ambassadors for OMES. Description: monthly informational session related to agency history, with a focus on culture co-facilitated by OMES leadership, HCM, etc.
Phase IV: On-the-Job Orientation Objective: provide a warm welcome to the agency and establish a point-of- contact for new employees. Description: peer-to-peer program provide new employees with a reliable resource, while building leadership skills in existing employees assigned by division to champion onboarding process peer advisor checks in weekly and at set intervals of 30/60/90 days identify successes and opportunities in the onboarding process peer advisors will attend quarterly training sessions with HCM
Leadership and Culture Initiative Objective: provide professional development opportunities for existing OMES leaders and to ensure these individuals have access to necessary resources. Description: supervisor training sessions related to OMES history, mission and vision, OMES policy, relevant laws, timesheets, and employee benefits initiative will run concurrently with the onboarding expansion project HCM will facilitate quarterly sessions
Key to Success Orientation is a tool to create a positive foundation. We will rely on our leadership, from bottom to the top, to drive the positive experiences that will reinforce the OMES goals and mission.
![cul ture noun kel cher a way of thinking behaving](https://data1.slideorbit.com/342115/cul-ture-noun-kel-cher-a-way-of-thinking-behaving-n.jpg "Cul-ture (noun) \’kel-cher\")
