Developer & employee onboarding best practices is a structured summary of the best practices in the employee onboarding process. The document is designed to serve human resource professionals and hiring managers as a compact guideline for designing the onboarding program for their organizations. The best practices were collected from numerous surveys of professional Human Resource consulting firms and from the case studies on the onboarding topic. The deeper coverage of each part of the onboarding process can be specific for each organization and was intentionally left out of the scope of the best practices summary. If you would like to contribute the best practices that will make the document more comprehensive, please write to me.
<ul><li> 1. Developer onboarding best practicesby Mykola Komarevskyy</li></ul>
<p> 2. Onboarding best practices: overview 1. Define the objective: reach productivity fast 2. Focus on people, knowledge, and performance 3. Follow a structured process 4. Assign a mentor 5. Facilitate with tools 6. Measure the impact 7. Get new referrals 2 3. 1. Define the objective: reach productivity fastReach productivity in minimum days3 4. 2. Focus on people, knowledge, and performance Contacts IPeopleOrganization Culture DomainsIIKnowledgeResources Trainings Ramp-upIII PerformanceKPIs Career map Team Client Stakeholders Admin & support Business domain Systems Technology Process & standards Tools Targets with deadlines Expectations Pace setting Milestones Weekly status meetings 4 5. 3. Follow a structured process Pre-entry Complete HR paperwork Prepare workplace Prepare infrastructure Share company info, e.g. profile, clients, benefits etc. First day: -Meet people -Get to work -No paperwork Complete paperwork beforeFirst day Meet at the door Introduce to: -the boss -the mentor -the team (lunch) -the company in Welcome email Provide infrastructure: -Computer -Phone -Email etc. Tour facilities Walk through first steps: check out, build, commitFirst month Meet important stakeholdersFollow through Review performance regularly Gain expertise -Identify Collect feedback knowledge gaps after 90 days -Commit to a learning plan Measure onboarding success -Attend trainings -Master the most critical knowledge Get productive -Easy tasks on the first week -Growing complexity after Review progress with the mentor weekly5 6. 4. Assign a mentor 1. Set the pace Mentor responsibilities2. Ensure the onboarding process 3. Introduce to & help to meet people 4. Identify knowledge gaps & help to build learning plan 5. Identify professional development needs & coach 6. Help to get up to speed on the most critical knowledge, e.g. processes, standards, tools & systems 7. Assign the tasks of increasing complexity 8. Review the code and provide feedback initially 9. Track the progress weekly during the first 30-60 days 6 7. 5. Facilitate with tools 1. First day agenda Useful tools2. Organization chart with key stakeholders, incl. client a. Photos b. Contacts & the preferred way of interaction c. How they can help 3. Schedule of meetings & sessions for the first week a. HR meetings b. Meeting with the boss c. Meeting with the mentor d. Training sessions e. Other meetings, e.g. networking happy hour 4. Knowledge map to identify gaps 5. Onboarding milestones 6. Career map 7 8. 6. Measure the impact of onboarding 1. Progress milestones Metrics2. Time to productivity (days) 3. Calls to helpdesk30, 60, 90, 180, 360 days4. Churn (in 90 days or 6 months, in 1st year, annual) 5. Employee referrals within the 1st year (or 6 months) 6. Employee satisfaction a. Do they feel satisfied? b. Would they recommend the company? 7. Total cost of a new hireEstablish a baseline with the current 1st year employees 8 9. 7. Get new referrals on the first day 1. When: first meeting Referrals2. Who: the boss (direct manager) 3. How: a. Tell about roles & skill profiles that the team is looking for b. Tell about the referral program, i.e. the referral bonus c. Ask who the new hire knows d. Suggest to contact/introduce them immediately great first day contribution! e. If the new hire feels uncomfortable, suggest to write down the names and contact them later when the new hire gets more familiar with the company and the project f. Follow up9 10. Operate the onboarding process well Dilbert.comSource: http://dilbert.com/strips/comic/2006-10-22/10 11. Thank you!Mykola Komarevskyy http://www.linkedin.com/in/mkomarev11 </p>