Reference no: EM133829234

Question

Walmart has a webpage dedicated to their onboarding process, which with use of this technology is a best practice for onboarding according to Phillips. The page offers a new hire checklist as well as the onboarding path which takes the new hire through orientation, training, and continued support. Week one begins with "finding your way," by learning the Walmart network with meeting colleagues and learning to navigate the store and the activity that provides a downloadable map of the store. Next, it moves to "who we are" and explains the culture of the company. "Our strategy" discusses Walmart's business model with a focus on customer service with several videos to support this message. Week one concludes with "your plan" to create an outline with your team leader for a 30-60-90 plan of tasks to learn and goals to accomplish.

Week two starts with "influence" encouraging networking and forming relationships through communication, collaboration, leadership and respect. Next is "culture, diversity, and inclusion" where the vision of Walmart, "Everyone is included" is presented. A video follows and the new team member schedules a meeting the manager to discuss these principles. "Safe workplace" provides education on policies related to respecting others, prohibiting harassment, and the activity that follows teaches workplace ethics and integrity. "Unique teams" is a chance for new employees to get to know their teammates and what makes each person an individual and how personal experiences contribute to the diversity of the team. Recommended questions lead to discussions about a coworker's hometown and how those experiences in the hometown influenced the person. The new hire then schedules a presentation with the team and manager presenting the knowledge gained from these conversations and how diversity positively influences the organization.

Weeks three and four give the new hire an opportunity to complete all compliance courses and choose any additional needed training. This is the first check in for the 30-60-90-day plan with the manager. Month two allows the new team member to find a mentor providing a pathway to a mentor match. It also checks that online training has been completed and wraps up with the second check in on the 30-60-90-plan and the manager offering continued support. Month three facilitates the mentor meeting and the third check in on the 30-60-90-day plan. And month four has the second mentor meeting and the creation of the next 30-60-90-plan. During the wrap up meeting, the new hire is encouraged to reflect on the onboarding experience.