Companies everywhere are making resolutions to be more successful and find and retain top talent in the new year. Is your new hire onboarding process costing you time and resources or making a business impact?

1. Streamlining the onboarding process while improving new hire satisfaction Matt Sims, PHR Human Resources ManagerTenneco, Inc.

3. NYSE: TEN

4. 21,000 employees worldwide

5. $6.0B in annual revenue

6. 80 manufacturing locations

7. 14 engineering centers

9. Going Back In Time (2004) No careers page No applicant tracking system (ATS) All recruitment activity handled manually, primarily via Excel Inconsistent recruitment processes Orientations were poorly executed Onboarding was not in the vocabulary

10. Welcome to the 21st Century! Proposal to implement an ATS was finally approved in 2007 Began as a North America initiative, and soon become global Was not even aware of electronic onboarding solutions at that time Decision was made to move forward with OpenHire for our ATS and RedCarpet for our electronic onboarding solution OpenHire implemented in early 2008

11. Tenneco Onboarding in 2008 New Hires: Sitting in the HR conference room for 3-4 hours, reviewing policies and manually completing forms Seldom did the new hires show up with everything required to “hit the ground running” Forgot proper identification for the I-9, forgot to bring in bank information for the direct deposit form, etc. Comments on new hire surveys reflected a broken process and a general dissatisfaction with our onboarding procedures.

12. Tenneco Onboarding in 2008 Managers: Quite often were not ready for the new hire IT entitlements were rarely executed in a timely fashion No computer, no phone, no e-mail when new hire arrived Workspaces were not cleaned, prepared and ready for use, if available at all. Not aware that they were responsible for managing these processes. Lowest marks received on the new hire survey Not ready for me when I arrived!

14. All new hire paperwork was actually paper(manual processes)

15. Using checklists to make sure we had everything we needed from the new hire

16. Payroll information had to be faxed to the payroll data entry administrator

17. Providing the new hire with paper copies of all policies and procedures, some up to 30 pages in length

19. Why RedCarpet? Needed a global solution that could support several different languages Needed a user-friendly system, especially for our manufacturing locations Needed the ability to eliminate as many manual processes as possible Needed a system that allowed for continuous improvements

20. Implementation Process Implementation team consisted of HR and IT individuals from the U.S., Belgium, Germany, Czech Republic and France Implementation took approximately six months to complete (driven by Tenneco time line) Weekly conference calls with designated SilkRoad Technology implementation expert Start small, improve later Phased implementation, North America launching first Officially launched in February 2010

21. Sint-Truiden, Belgium

22. Reynosa, Mexico

24. 4 hours to 30 minutes (human touch still needed)

25. Local facility portals allow for new hires to walk in knowing much more about their workplace

26. Web-based system gives the new hire the opportunity to review the information from the comfort of their home, around their own schedule

28. The Results Speak for Themselves! North America International

29. The Results Speak for Themselves!

30. SilkRoad: 1-866-329-3363//sales@silkroad.com//www.silkroad.com Tenneco: Matt Sims//msims@tenneco.com