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Onboarding MTS

ONBOARDING UNVEILED

Onboarding is a blanket term that encompasses all aspects of bringing a new employee on board:Recruiting, hiring, orientation, training, and long-term integration. Onboarding should be distinguished from traditional orientation programs; while orientations are short-term, operationally-drivenevents, onboarding programs are part of a more strategic process, focusing on helping the new hire adapt to company culture and become a productive and long-standing employee.
The business need of most organizations with respect to Onboarding is 4 fold –

BPO and IT outsourcing organizations depend on their ability to convert “freshers” into productive billable resources. To accomplish this conversion, they invest heavily in induction training. Often they think of this investment in terms of the direct cost of delivering training, which can range from INR 30,000 - INR 50,000 per fresher. However, the “total cost of ownership” of producing a billable fresher is typically 4-6x this direct cost, once one considers the salary earned by the fresher, the time spent on the bench, and the cost of the team project teams spend during project onboarding.

The Lifecycle of Onboarding
Onboarding brings new hires “into the tribe” while preparing them to be productive, billable resources. When analyzing the business performance of onboarding, we find it useful to consider the full lifecycle that freshers experience as they become routinely billable and productive resources. Figure 1 illustrates how we view this lifecycle.
   

In this lifecycle, candidates are recruited from a variety of sources with varying levels of preparedness. They are brought into induction training which typically contains a variety of domain tracks. However, these tracks often do not vary based on the candidates’ level of preparedness. After recruits graduate, they then go onto a bench while they await their first assignment. Skills begin to decay. Then they go through project onboarding. If the induction training is truly effective, this onboarding simply focuses on what is unique about the project. However, even though the induction training is chartered to produce “job ready” candidates, project teams often provide additional shadowing and mentoring to train graduates on general capabilities that were not sufficiently addressed during induction. Then the graduate becomes billable and completes the first project. Most IT outsources have talent management programs that systematically drive graduates onto first projects.
What can happen if their induction programs are not effective is that they face additional cost after freshers complete this first project. When freshers go back onto the bench, they can languish if they did not develop job-ready skills, leading to yet additional cost. Then, finally, after freshers go onto additional projects and gain further real world experience, they become readily billable and the full investment in preparing them has been completed.
The Total Cost of Onboarding
When one adopts a lifecycle perspective, what comes clear is that the onboarding program itself forms only a portion of the investment required.
 

And when one looks by cost component rather than lifecycle phase, the direct cost of training is also only a portion of the investment required.
 

Organizations that focus only on direct training cost of induction training may be really only addressing 20% of their Total Cost of Ownership. Most of the cost lies in the pay that freshers receive while the company invests in enabling them to become billable.
Finally, it’s worth noting that this cost data only represents the expense of preparing a fresher to become billable. It does not cover the “cost of quality” of a fresher once on the job (i.e., the cost of errors that freshers make which lead to rework … or worse). Most organizations believe that this cost of quality is at least as high (and sometimes many times higher) than the total lifecycle cost of onboarding.

Root Causes of Poor Performance
In analyzing how the onboarding lifecycle operates, we have identified eight common root causes of poor performance.  

 

Our approach to onboarding targets these root causes.

NIIT’S SOLUTION

Basis 30 years of experience in the training industry and closely studying the New Hire Market, NIIT has developed an end to end comprehensive solution to cater to the new hire needs of an organization through which we plan to –

  • Reduce this total cost of ownership by up to 30%
  • Accelerate cycle time while increasing talent development agility
  • Improve freshers’ project readiness as they move onto the job

NIIT’s Solution

Solution Elements

Sourcing & Hiring

  • Sourcing Services
  • Hiring Services

Curriculum Transformation

  • Multiple tracks based on preparedness
  • “Real World” needs assessment
  • Adopting “Mentored Apprenticeship” as a training model

Delivery Transformation

  • Interleaved Training & Project Execution
  • Adopting Residential Delivery
  • Altering Compensation Models

Learner Support Services

  • Pre Training
      • On Boarding & Student Engagement
  • Post Training
      • Online/Offline Pre & Post Assessment
      • Skill Assessment via Rubric
      • Creation of Individual Development Plan
      • On Job Mentor Support
      • Buddy Training

Administration, Logistics & Data Management

  • On-Going Performance Support
  • MIS & Reporting
  • Program Planning and Logistics

 

NIIT’s solution helps cater to onboarding challenges that any organization faces answering the business needs –


Business Need

Catered Through

Reduce startup cost and time to productivity

  • Multiple Tracks based on Preparedness
  • “Real World” needs Assessment
  • Adopting “Mentored Apprenticeship” as a Training Model
  • Adopting Residential Delivery

Increase Job Satisfaction

  • On Boarding & Student Engagement
  • Interleaved Training & Project Execution
  • Creation of Individual Development Plan

Enhance On Job Performance

  •  “Real World” needs Assessment
  • Adopting “Mentored Apprenticeship” as a Training Model
  • Interleaved Training & Project Execution
  • Buddy Training
  • On Job Mentor Support
  • Creation of Individual Development Plan
  • Skill Assessment via Rubric

Reduce Employee turnover

  • Stringent Sourcing & Hiring Process
  • On Boarding & Student Engagement
  • Adopting Residential Delivery
  • On Job Mentor Support
  • Creation of Individual Development Plan

 

NIIT’s Expertise in Onboarding


BUSINESS TRAINING PROGRAMS

CORPORATE LEARNING SOLUTIONS

Managed Training Services (MTS)