Northrop Grumman: Creating a Dynamic Onboarding Program

<font size=30>Northrop Grumman:<br>Creating a Dynamic <br>Onboarding Program which<br>Drives Employee Engagement

In This Case Study

Northrop Grumman Shipbuilding’s (NGSB) shipyard, located in Newport News, Virginia, recently redesigned its onboarding program for new hires and transfers. The innovative learning program has been highly effective at reducing attrition and increasing the engagement of employees.

NGSB made three fundamental changes to the onboarding program. First, the learning and development (L&D) organization took control of the program. Part of this change included changing delivery from an outside contractor to internal L&D professionals who were more familiar with company priorities and core values.

Second, the onboarding program was extended beyond a partial day to multiple days during the first 180 days of employment, with a blend of classroom instruction, guided peer mentorship and predetermined interaction with supervisors.

Third, the onboarding experience now also includes opportunities to join an employee-directed social networking group called Connect1NG that helps to build bonds among workers, and to participate in an employee-directed business-networking group called L.E.A.R.N. (learning, expanding, achieving, results, networking) that promotes cross-functional knowledge and understanding among workers at all levels.

29 Pages

(C) Bersin & Associates, 2009

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