856585d6-ed60-40de-8e5d-14bf3e023394.xls Manager Onboarding Guide This tool will assist managers with developing and executing a plan that will ensure an effective onboarding and assimilation experience for their new employee. The information on the next tab labeled "Manager Guide" is structured as follows: Column A - Highlights four key focus areas 1 - Post Accept/Pre-Start (Prior to First Day) 2 - Orientation to Honeywell & Business Unit 3 - Understanding the Business 4 - Planning for Performance Column B - Highlights the actions to complete. Columns C-F - Highlights the timeframes when the actions should be completed. Column G - Highlights the web-based tools and resources containing additional information to support the activity. How to Use the Guide: 1 - Outline and plan for how to best complete the activities 2 - Add any activities that will assist your new team member with assimilation into Honeywell 3 - Review the tool with your new hire, and assist them in developing and completing their assimilation plan. Attached is a copy the New Employee Onboarding Guide your new hire received. 4 - Follow up on the activities in your guide and your new employee's guide. 5 - Check off activities as they are completed. New Employee Guide Page 1 of 7 Manager Onboarding Guide CHECKLIST Use this column as a checklist (highlight indicates recommended timing for action) First First First Month Focus Action Pre-Start Tools and Resources Day Week & Beyond POST-ACCEPT/ CRITICAL ACTION: Order and ensure that laptop, network access, phone, and workspace are Blackberry, Phone, Computer Link PRE-START ready for the employee’s first day (Select Region and Request at the top of the IT Services (Prior to First Day home page). Business Card Link of Work) CRITICAL ACTION: Prior to their start date, maintain communication with your new employee. Encourage them to review information on the NEO website. Address any questions or NEO Web Site Link concerns that they have through phone calls/emails. CRITICAL ACTION: Set aside time to meet with your new employee during their first day/week. Target 2-3 hours on the first day, and 1 hour per day for the remainder of the first week. Hiring Manager Role in Onboarding & Review the guide "Hiring Manager Role in Onboarding & Assimilation". Assimilation Consider assigning a “Buddy” from your team to assist the new employee. Buddy Guide Link No later than 1 week prior to new employee's start date: - Verify their start date with them. - Provide logistical information for their first day, including location-specific information (dress code, directions, parking, lunch spots, etc.). Confirm with your Staffing Partner/HR that all necessary paperwork is completed (pre-employment screening, country/site-specific documentation, etc.). Provide your new employee with: - Information about their specific organization's vision and strategy. - Examples of work they will be doing, including upcoming projects. Create and send an organization announcement prior to the new employee's start date (if required). Organization Announcement Link Encourage your team to welcome their new team member. Schedule and plan introductions to their team/department. Plan additional introductions during the employee’s first week to key colleagues, partners and clients with whom they need to start building relationships. ORIENTATION TO Greet your new employee on arrival (manager or designated buddy). HONEYWELL & BUSINESS UNIT Complete any additional new hire paperwork and acquire employee badge. Review Onboarding Guides with the new employee, provide an overview of the plan for the first month. Provide an overview of the team, department, and business, along with the goals and key projects in the department. Discuss their initial assignments and clarify expectations for the upcoming weeks. Provide overview of HON Performance & Development philosophy relating to goals and objectives. Provide your new employee with a tour of the facility/site, including their work area (cafeteria, copy machines, computer, etc.). Introduce your new employee to their immediate team. Plan to have lunch with your new employee. Arrange for introductions to their HR Generalist (this may be virtual). Confirm your new employee has applicable HON Benefits information and has started the enrollment Benefits Information Link process (if applicable). Contact HRG for any assistance. Discuss their experience with NEO website and address any questions they may have. First First First Month Focus Action Pre-Start Tools and Resources Day Week & Beyond POST-ACCEPT/ UNDERSTANDING CRITICAL ACTION: Order and ensure that laptop, network access, phone, and workspace are Review corporate, department, functional area of responsibility information, goals & metrics. Business and Regional Site Link PRE-START THE BUSINESS ready for the employee’s first day (Select Region and Request at the top of the IT Services (Prior to First Day home page). Review Honeywell's Customers and Suppliers (internal and external). of Work) Within the first 30-days of hire, guide and assist new employees to complete the required Security Awareness – New Employee Orientation (NEO). Confirm employees have registered and completed Learning Management System Link the course within the Learning Management System (LMS). The LMS course number is 00046349 Direct employee to Honeywell Year in Review. Year in Review Link Review key business drivers (STRAP, AOP, MRR). Our Core Processes Link Review HIPAC (For U.S. citizens or permanent residents, Bands 4-7). HIPAC Guide Link Review key projects with new employee. Review processes, contacts, and sources of information necessary to the new employee’s job Honeywell Now Link (Inside HON sites, SharePoint sites, computer applications, workflows, etc.) First week follow-ups: Check in with the employee at the end of each day to answer questions and provide additional guidance. Schedule a meeting at the end of the first week to answer questions and provide additional guidance. Ensure the HRG has scheduled a meeting with the new employee. Confirm the new employee is meeting with key colleagues, partners, clients. PLANNING FOR CRITICAL ACTION: Guide the new employee in finalizing their goals within 30 days of their PERFORMANCE start (if applicable). CRITICAL ACTION: Schedule and complete an early informal performance review with the Early Performance Review Guide Link new employee, between their 1st & 3rd month on the job. Review the Performance Management Process/HPD. Share your individual goals and the linkage to HPD Link the 5 Initiatives & 12 Behaviors. Guide the new employee in finalizing their Personal Development Plan. Have the new employee myEmployee File Link visit myEmployee File site to complete their career profile, as well as verify personal information. Direct the new employee to development resources on the NEO site (LMS, etc.). Direct the new employee to additional resources on Inside HON. Business Tools & Resources Link Assist in completing required Code of Business Conduct & Compliance training and locate the Code of Business Conduct & Compliance Honeywell Policy Manual. Training Link Assist in scheduling/completing any SBG or Function-specific compliance training: - PMT / HS&E: Responsible Corporate Citizen Training (# 00035588); - IT: Design for Compliance (# 00054111) & Security Awareness NEO (# 00046349); - Manager-level Employees: Honeywell Interview System (# 16622) Learning Hub Assist in scheduling/completing required Six Sigma training. All Band 3 and above employees require either Six Sigma Fundamentals training or Green Belt certification, depending on function. Six Sigma Website Link First month follow-ups: CRITICAL ACTION: Confirm finalized goals and career profile are completed (if applicable). Complete an early informal review with your new employee after their first month on the job. Confirm the new employee has completed Benefits enrollment (if applicable). Contact HRG for any Benefits Information Link escalations/assistance. Confirm new employee has completed Code of Business Conduct & Compliance training. PLANNING FOR PERFORMANCE First First First Month Focus Action Pre-Start Tools and Resources Day Week & Beyond POST-ACCEPT/ CRITICAL ACTION: Order completed any SBG-specific compliance training. and workspace are Confirm new employee has and ensure that laptop, network access, phone, PRE-START ready for the employee’s first day (Select Region and Request at the top of the IT Services (Prior to First Day home new employee is supervising people, you should ensure that they have scheduled and If your page). of Work) completed all of the Supervising for Success program in the first six months that they are in their new role. This course can be found in the LMS by searching for program name. Check in with the employee at the end of each week to ensure their questions are answered.
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