7.3: Case Study - Excellence in Onboarding

Briefly discuss the 12 steps in Bromford's onboarding process. In your opinion, select four of the most important steps that they use and why you believe so.


The Bramford incorporation process is a 12-section structure designed to welcome and prepare new employees for their roles. In my opinion, four critical steps are most important.


Summarized 12 sections (Dinnen & Alder, 2017, pp. 98-99):

  1. Welcome: Personalized introduction with a message about the company's purpose and mission, including a CEO video and team introductions.
  2. Who You Are Working With: Profiles of the new hire's manager, team members, and executive team, plus organizational charts and service details.
  3. History: A timeline of the company's legacy, milestones, and financial information.
  4. Working Environment: Overview of company values, behaviors, and culture, supported by employee testimonials and survey results.
  5. Communication: Insight into internal and external communication channels, social media use, and related training.
  6. Getting Settled: Guidance on what to expect in the first six months, including progress meetings and learning resources.
  7. Strategy: Presentation of the five-year business strategy, including goals and purpose.
  8. Operations: Details about business locations, hubs, and travel information.
  9. Benefits: Explanation of company benefits, often via video.
  10. HR: Access to the HR handbook, covering pay, procedures, policies, and necessary paperwork.
  11. Safety and Wellbeing: Health and safety information, with required learning modules to be completed before starting.
  12. Key Questions: Frequently asked questions with answers and key contacts, plus a list of the most shared portal pages


Four critical steps:

Welcome, and who you are working with

    The welcome message sets the tone for the entire experience. The company's mission and vision are established, offering a transparent level of expectations. The CEO and team introduction video, who you are working with, helps the new employee acclimate to the upcoming working environment, integrating early relationship-building and reducing anxiety about joining a new team.


The working environment and getting settled

    Once the new hire has reviewed the organization's history, it's time to explore the working environment. The environment sets the structure, culture, and expectations of check-ins. During the first six-month period, getting settled helps establish a daily rhythm with company culture and routines that'll accelerate productivity.


Reflect upon an onboarding experience that you went through. What was it like for you? Were any of the Bromford steps used?

    My experience with the Navy was a culture shock, to say the least. I come from a beach town, hopping minimum wage jobs with no career in sight. Upon enlistment, I was greeted with a formal welcome aboard message stamped with expectations of honor, courage, and commitment. Further recruiting communication through the recruiter and standardized new recruit videos sets an introduction stating who you are working with, Sailors. However, you really didn't know who you were working with until you got to boot camp.

    Boot camp, a working environment, is a crash course in preparation for the fleet. You were only there for a couple of months during the training process. It delves into the Navy's structure and sets new levels of expectations for new recruits. You don't truly get settled until you are stationed at your first duty station.


Reference

Dinnen, M., & Alder, M. (2017). Exceptional talent: How to attract, acquire, and retain the very best employees. Kogan Page, Limited.

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