QuoDeck ICE Cube Engagement induction framework
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The document outlines an induction framework emphasizing the importance of effective onboarding programs for new employees, which can lead to increased productivity and retention rates. It details the essential components such as content planning, communication strategies, and logistical coordination, using the example of a banking institution looking to enhance its current onboarding process. A proposed multi-stage induction program is presented, incorporating various learning styles and resources to improve employee integration into the organization.
QuoDeck ICE Cube Engagement induction framework
- 1. REFUSE TO BE BORING Induction Framework The ICE Cube Engagement 3
- 2. Effectiveness of ramp-up of new employees is a key driver of organizational success Companies with well structured induction programs have… 54% greater new hire productivity 69% greater long term employee retention 50% greater new hire retention rate
- 3. SCOPE Industry Company Employee STYLE Instructor-led Coaching E-learning STRUCTURE Information Concepts Expectations 3 An induction framework that helps you plan... What to cover in the onboarding process Who to involve in the onboarding process How to deliver the onboarding process Presenting…
- 4. 3 STRUCTURE What must the employee know and understand? Information Refers to the data-based content that an employee should know. Examples would include industry evolution, organization structure, employee id, etc. These are the elements that are critical to give the employee context of his workspace Concepts Refers to the conceptual content that an employee should understand. Examples would include domain knowledge, processes, job description, etc. These are the elements that are critical to give the employee context of his job Expectations Refers to ideals that an employee must adhere to. Examples would include industry regulations, company policies, expected norms, etc. These are the elements that are critical to give the employee context of his behavior
- 5. 3 SCOPE What does the employee need to learn about? Industry Refers to content that is about the industry that the company operates in. Examples would include evolution of the industry, domain knowledge, regulations, etc. Company Refers to content that is about the company itself. Examples would include history of the company, organization structure, processes and policies of the company, etc. Employee Refers to content that is about the employee himself. Examples would include welcome kits, job descriptions, key responsibilities, behavioral norms, etc.
- 6. 3 STYLE When and how is the learning communicated? Instructor-led Refers to the learning being disseminated in a classroom or workshop environment, ideal for discussion-based learning or attitude orientation of employees Coaching Refers to learning being disseminated through on-the-job activities or through interactions with a buddy, mentor or coach, ideal for building expertise and skills E-learning Refers to learning being disseminated through self-paced learning delivered via technology, ideal for continuous and referential learning
- 7. 3 Understanding the application of the framework to an organization Step 1: Content Planning Filling up of the Structure-Scope Matrix to exhaustively define the content that the learner must be exposed to for effective onboarding Step 2: Communication Planning Deciding on Style to be used for each content nugget in the Structure-Scope Matrix while outlining how long the learning should happen for and through what medium Step 3: Coordination Planning Planning of delivery schedule & logistics and enlisting of required organizational resources ranging from classroom presenters to content creators to coaches and buddies
- 8. 3 @ For Piggy Bank of India The ICE Cube Engagement Let us look at a sample application of the framework for a company…
- 9. Piggy Bank of India currently conducts a three- day classroom style induction for its new employees. The bank is looking to revamp the program to improve effectiveness while optimizing logistics and costs. Mandate
- 10. Content Planning Information Concepts Expectations Industry • Evolution & Structure of the Banking Industry • Current Affairs and Challenges facing the Banking Industry • Retail Banking Basics • AML & KYC • Corporate Banking Basics - Credit & Trade • RBI Regulations • Compliance Company • History of Piggy Bank • Organization Structure • Businesses & Departments • Key People • Business Activities • Business Processes • HR Processes • IT Processes & Systems • Bank Values • HR Policies Employee • Employee Credentials • Team Members • Job Role & Description • Career Growth • Competencies • Performance Management • Profiling & Training Need Analysis Coverage of the Banking Industry, Piggy Bank and the Employee’s identity in the bank
- 11. Communication Planning Information Concepts Expectations Industry 1 hour instructor-led 2 hours e-learning 10 hours e-learning 1 hour instructor-led 1 hour e-learning Company 4 hours instructor-led 4 hours e-learning 4 hours instructor-led 4 hours e-learning 8 hours coaching 2 hours e-learning Employee Welcome Kit 1 hour instructor-led 1 hour e-learning 4 days coaching 1 hour instructor-led 1 hour e-learning 1 day coaching Planning of Time and Medium of Instruction
- 12. Coordination Planning The Induction Program can be proposed in 5 stages • Pre-boarding: • Public domain industry and bank related information over 6 hours of e-learning. • On-joining: • Welcome kit and write-ups on team members • Access to e-learning platform to access job role related information and take assessments for profiling and TNA over 2 hours of e-learning • Expectation setting by manager over 1 day • Monthly induction: • Welcome address and Career Growth – 1 hour instructor-led • Banking Industry overview and the Piggy Bank’s role in it – 1 hour instructor-led • Piggy Bank Org Structure, Businesses and Departments – 1 hour instructor-led • Business and Department-wise activities – 6 hours instructor-led • HR Processes, Policies and Career Growth – 2 hours instructor-led • RBI Regulations & Corporate Governance – 1 hour instructor-led • Field visits / Shadow a Mentor– 8 hours coaching • On-the-job: • Coaching by Manager and Team members over 4 days. Each team should outline a proposed structure for the on-boarding to the Learning Department • Continuous Learning: • 17 hours of e-learning through a repository on banking concepts covering basics of banking and courses as defined by the team for onboarding
- 13. BankStart Induction Portal Based on the analysis, an on-boarding platform can be proposed to deliver and support the induction program: • Game-based pre-boarding app • Online welcome kit • Job Role explainers • Profiling and Training Need Assessment Tests • Video repository for the Monthly induction sessions • Coaching planner, feedback and job aids • Discussion Forum and Social Learning Dashboard • Game-based e-learning modules The Induction Program can be delivered through an induction portal on a technology of your choice
- 14. This was a presentation by Thanks a lot for your time. For any further clarifications, please contact us at info@quodeck.com