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Appendices
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Appendix 1. Onboarding Interview Framework for Awake.AI
Dear Awakian,
We are currently exploring the Awake Onboarding process. Through onboarding new employees acquire the knowledge and skills needed in their new organisation and become effective and engaged members of their organisation. We would love you to take some time, approximately one hour, to give your opinion on how you have experienced the onboarding you have received so far.
We appreciate your valuable feedback. It lets our company know what we are doing great in our onboarding and what improvements are needed. Your
responses are collected in a 1 to 1 interview, and information is securely kept. The feedback will be gone through with the Head of People at Awake.AI for further co- actions.
This interview is part of master’s thesis for MBA studies at Haaga-Helia University of Applied Sciences. The objective of the thesis is to develop learning paths at Awake.AI, where onboarding is the first and natural step.
Thank you already in advance for your contribution!
Best regards, Noora Snäll
This is a framework for a semi-structured interview on Awake’s Onboarding Process. The seven themes in the interview are: recruitment and joining in;
onboarding experience and process; engagement and belonging; organisational alignment; role perceptions; induction and on-the-job training; and support and challenges. The themes include both statements and open ended questions that will guide and give ’food for thought’ for the interview.
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Recruitment and Joining In1) The recruitment process was smooth and easy, and I was provided accurate information about Awake.AI during the recruitment process.
2) How accurately was your role described to you during your interviews?
3) Is there something we could have done differently to improve the recruitment process?
4) Were you contacted from Awake.AI between your contract signing and your first day at Awake.AI? If yes, for what were you contacted?
5) Please indicate the reasons and motivation why you joined Awake.AI.
Onboarding Experience and Process
1) What was your first day impression at Awake.AI?
2) How did we meet your expectations during your first days/weeks at Awake.AI?
3) How satisfied were/are you with your onboarding in general?
4) What would you say are the best features in our onboarding currently?
5) What could have we done differently to improve your onboarding experience?
6) I was satisfied with the support and information I received before my first day on the job. If not, what could have done differently?
7) Did you know where to go to get support on different topics if needed during your first weeks at Awake.AI?
Engagement and Belonging
1) I am proud to work for Awake.AI.
2) I see myself still working at Awake.AI in two years’ time.
3) I would recommend Awake.AI as a great place to work.
4) I feel welcome and integrated as part of the team.
5) What would help you feel more connected to the team and Awake.AI’s company culture?
6) I believe my ideas are valued at Awake.AI and I feel accepted by my team.
7) I feel like I fit in Awake.AI’s company culture.
Organisational Alignment
1) The organisational values of Awake.AI align well with my own values.
2) Would you say you understand how your role contributes to the organisational goals of Awake.AI?
3) Do you have a clear understanding of your objectives/goals and what is expected from you?
4) The organisation’s mission and my role in achieving it have been reinforced throughout the onboarding process.
5) Do you have a clear understanding on how to manage your performance and how it is measured?
6) I have clear learning and career opportunities at Awake.AI.
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Role Perceptions1) Is the job what you expected it to be?
2) What thing strikes you most in your new job?
3) How well do you understand the expectations and responsibilities of your job?
4) Would you say your are feeling productive?
5) I have the tools and resources needed to perform my job successfully.
6) Do you know how to complete your work assignments?
Induction and On-The-Job Training
1) How satisfied are you with the training that you have received for your role?
2) I have been given adequate training to perfom my job successfully.
3) Do you feel like the training was relevant to the specifics of what you do?
4) What are your experiences on our onboarding plan (checklist)?
5) The basic induction I received (e.g. Employee Handbook, organisation, processes, systems) was helpful and enough.
6) I am confident using the systems I need in my role.
7) I have a good idea about what I still need to learn.
8) How would you improve our induction and on-the-job training?
Support and Challenges
1) What is the biggest challenge you have faced so far?
2) Are you having to ask a lot of questions about topics not covered in your training?
3) I am beginning to master my responsibilities.
4) What’s still unclear to you in terms of your duties and our work policies if any?
5) Do you regularly receive useful feedback from your team/supervisor about your performance and progress?
6) Do you need more time with your supervisor/mentor?
7) I have supportive co-workers.
8) Do you feel like you have all the knowledge, tools and resources to perform your job successfully?
9) Do you have access to all the information you need?
10) How can we help you to do your job even better?
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Appendix 2. Benchmark Interview Framework Learning & Development
Dear Recipient,
We are currently exploring Learning and Development practices at a start-up company with autonomous teams. Through learning employees acquire the knowledge and skills needed in their organisation and become more effective and engaged members of their organisation. We would love you to take some time, approximately one hour, to give your opinion on how learning framework is arranged at your company.
We appreciate your valuable benchmarking insights. Your responses are collected in a 1 to 1 interview, and information is securely kept. The insights will be drafted together anonymously and then gone through with the Head of People at the start- up company for the next steps in developing learning paths there.
This interview is part of master’s thesis for MBA studies at Haaga-Helia University of Applied Sciences. The objective of the thesis is to develop learning paths at a start-up company.
Thank you already in advance for your contribution!
Best regards, Noora Snäll
This is a framework for a semi-structured interview on benchmarking best practices in developing learning paths at an organisation.
The sections in the interview are: interviewee’s background information, supportive learning environment, learning processes and practices; and leadership that
reinforces learning.
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Interviewee’s Background Information• Current position in the company
• Experience in Learning and Development topics
• Company size and industry
Supportive Learning Environment
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How would you describe your company’s culture?
• Why learning is important for your company?
• What factors foster learning in your teams?
• What factors inhibit learning in your teams?
• How do you make time in your organisation to reflect on what has been
learnt?
Learning Processes and Practices
• Would you say that there is a lot of experimenting at your organisation?
• Do you have clear processes in place in regards to Learning and
Development?
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What would you say a the best features currently in your company’s learning practices?
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Is your company’s framework in Learning and Development linked to some other areas, e.g. performance management?
• What can you tell about your company’s training activities?
• Is there something you would like to share about the creation of Learning
and Development practices in your company? Tips/pitfalls to avoid?
Leadership that Reinforces Learning
• How does the desired leadership look like in your company?
• Does your company have coaching in place?
• How do your people leaders react to making a mistake?
• What role does leadership have in your company in regards fostering a