1. Communication for HR teams
HEINEKEN onboarding program
Introduction of the project: team members and opcos involved

2. “What is the ‘Welcome to HEINEKEN onboarding program’?”
The ‘Welcome to HEINEKEN onboarding program is a structured program, common to all European OpCos. It was developed to boost integration into our great organization, allowing new employees to gain learning and understanding whilst having fun as part of the process!
3 key business benefits:
Drive engagement and reduce turnover
Save time by shortening processing time, improving compliance and reducing admin costs
Boost revenue by making new employees productive faster

3. Benefits
The onboarding program has been designed to help new employees:
Developing a clear view of their role and what is expected from them
Understanding our business and how we do things here
Having excellent integration experience that helps creating a sense of belonging from their first contact with the company and in their team
Building their confidence levels in the 1st weeks and months
The new employees will be fully supported by their line managers who will also benefit from a structured 70:20:10 approach.

4. The 2 Programs
Generic approach designed for all areas with the exception of Sales
Line Manager Guide
New Employee Guide
The specific Sales Onboarding Program:
has been developed to enhance and faster our new sales colleagues’ onboarding experience, in order to:
help new colleagues to understand and focus our business, brands and products, the main sales topics (e.g. Sales Execution Excellence, SEE) and the sales competencies
start working in the market as soon as possible having strong sales arguments and SEE methodology
has been designed to meet On Trade, Off Trade and Wholesales needs – permanent and temporary (task force) sales reps
Remarkt that we have a guide for managers and employees

5. Structure of the programs
An overview of the program
Roles of the different stakeholders  
Checklist of recommended activities
Appendix block, specific for the program and the role (line manager or new employee)
Remarkt that we have a guide for managers and employees

6. The key stages of the program
We have divided the program around 3 key stages
The 3 stages applicable for the line manager and the HRBP
The first stage is not applicable for the new employee
Something about role of POD?

7. Roles of the different stakeholders
Your own role if you are a line manager or a newcomer:
As a line manager, you have a key role to play in ensuring that your new colleague has a great joining experience!
As a newcomer your are expected to take ownership; to ask questions, seek feedback and proactively ask for support to help you perform effectively in the new role.
Role of the HRBP: support both the line manager and the newcomer throughout the process; but has a key role to play ensuring all HR related tasks are done.
Role of the buddy (optional): the role of the buddy is to help answering questions the newcomer might have about the role and the work environment and helping to settle them in.

8. Checklist of recommended activities
The thinking behind the structure of the checklist:
by the stages of the onboarding (before-during-after)
By role:
By activities:
-> Roles of the different stakeholders (line manager-HR-Buddy-Newcomer)
The table is illustrated on the next page.
Owner
Support
Mandatory
Optional
Or: ‘How to read the checklist of recommended activities?’ instead of ‘the thinking behind the structure of the checklist’. Then it could be more clear what we mean with this slide.

9. Different actors
taking part in the
Onboarding process
Colour coded
legend
Different stages
of the onboarding
to differentiate
where we are in
the process
Roles and
responsibilities
of the different
stakeholders
colour coded

10. Appendices in the guides
With detailed information that suits your needs as LM (experienced or new in the role) / new employee:
Aim of the Appendix:
I. The role and benefits of the Buddy
II. Performance Management explained
III. The Philosophy and link to ONE2Learn
IV. Tips from new employee perspective
V. List with trainings / e-learnings
New colleague
Aim of the Appendix:
I. Call template to be in contact between hiring and start
II. template to introduce new employee
III. The role and benefits of the Buddy
IV. Performance Management explained
V. Tips & Tricks
VI. Tips from manger’s perspective
Line Manager

11. Focus: Sales onboarding program
The sales onboarding program is strongly linked to the general onboarding program, though it has been tailored to meet the needs of sales in term of duration of the steps, the topics recommended and the tools that can be used (eg. Shadowing guide, Welcome sales booklet, Digital Quiz etc.)
Each step foresees mandatory, optional and local activities.
After three weeks the focus for the new sales colleagues changes from onboarding to sales capability and the SEE assessment/coaching process

12. Focus Sales Onboarding program | Examples of material
Ondertitel
Pictures to be updated
In the future we aim to have the welcome tool on the salesreps tablet

13. How to bring this alive Copy paste with pride! We remind you that:
This is a regional program that you can adapt for your local needs
The POD manager has the responsibility to implement it or not
All the versions are editable
Copy paste with pride!
We will send you a questionnaire in a month time to get further feedback