Mvenpick Hotels and Resorts

On-boarding programme
Best Initiative in People & Talent Management 2014

Introduction
On-boarding is the process by which new employees become adjusted to
the social and performance aspects of their jobs quickly and smoothly and
learn the attitudes, knowledge, skills and behaviours required to function
effectively within an organisation.
There are a number of phases through which a new employee moves
through when starting in a new workplace: From pre-employment through to
the first 90 days.
Mvenpick Hotels & Resorts has been building and refining each of these
phases over a number of years and we now feel that our On-boarding
process is a comprehensive, robust, engaging and effective series of
activities.

Presentation and objectives

Describe which area is concerned?
Our On-boarding process:
Momentum
Welcome to Mvenpick Hotels: For all new employees
Two week induction checklist
Welcome to Mvenpick Area Office: For all General Manager direct reports
Welcome to Mvenpick Corporate Centre: For all General Managers,
Area/Corporate Centre Directors and Vice Presidents

Momentum, preemployment website

Start date

Welcome to
Mvenpick Hotel
Induction

Two week
department induction
checklist / or
Managers
appointment
schedule.

Welcome to
Mvenpick
Area Induction
Welcome to
Mvenpick
Corporate Induction

Presentation and objectives

What are the main innovative aspects and the main advantages?
We see the three main innovative aspects within our On-boarding process being:
1. Momentum
2. Welcome to Mvenpick Area Office: For all General Manager direct reports
3. Welcome to Mvenpick Corporate Centre: For all General Managers,
Area/Corporate Centre Directors and Vice Presidents

1
Momentum, preemployment website

Welcome to
Mvenpick Hotel
Induction

Two week
department induction
checklist / or
Managers
appointment
schedule.

Welcome to
Mvenpick
Area Induction
Welcome to
Mvenpick
Corporate Induction

3
Start date

Presentation and objectives

Who introduced the initiatives?

Jean Gabriel Prs, President and CEO, introduced the

Welcome to Mvenpick Corporate Induction programme.

Craig Cochrane, Senior Vice President Human Resources,

introduced the Welcome to Mvenpick Area Induction programme
and Momentum pre-employment website.

Alex Rawson, Vice President Talent Development, introduced

the Welcome to Mvenpick Area Induction programme and
Momentum pre-employment website.

Presentation and objectives

When was it developed and implemented?

2007

Welcome to Mvenpick Corporate Induction

2009

Two week induction checklist (revised)

2009

Welcome to Mvenpick Hotel Induction (revised)

2010

Welcome to Mvenpick Area Induction

2014

Momentum, pre-employment website

Presentation and objectives

What are the main advantages of this initiative?

The main advantages of our On-boarding process is to guide our new

employees through the transition from one place of work/study to another
place of work carefully, quickly and effectively.
The new employee will then adjust to the social and performance aspects of
their jobs quickly and smoothly and learn the attitudes, knowledge, skills
and behaviours required to function effectively within an organisation.

Presentation and objectives

Which staff categories are concerned?

All new employees joining Mvenpick Hotels & Resorts.

Presentation and objectives

How many structures are concerned?

All Hotels
Corporate Centre in Zrich
Area Offices in Zrich, Cairo, Dubai and Bangkok

Location of our offices

and operating hotels.

Presentation and objectives

Did you use external partners to develop the program?

Yes.
Grass Roots - Creative and technical input when designing the Momentum
eLearning content.

Implementation and Control

Which implementation procedure will be used to develop the concept in the
hotels?

eLearning in ten
languages for
Momentum, our preemployment site.

Classroom delivery
for the Welcome to
Mvenpick Hotel, Area
and Corporate
induction programmes.

On-the-job training
during the two week
department induction
programme.

Implementation and Control

What are the scope and deadline of the sessions and programs of
necessary training?

Momentum, preemployment site

Welcome to
Mvenpick

Two Week Induction

Checklist

1 hour

Hotel Induction

2 weeks

Invitation sent to the

employee upon signing a
contract with Mvenpick
Hotels and Resorts.

1 day

Department training is
conducted with the first
two weeks. Or a
manager has a schedule
of appointments.

New employee to attend

within the first month of
employment.

Welcome to
Mvenpick

Welcome to
Mvenpick

Area Induction

Corporate Induction

2 days

3 days

A new leader attends

within the first four
months of employment.

New leader attends

within the first six months
of employment.

Implementation and Control

What are the scope and deadline of the sessions and programs of
necessary training?
Momentum, pre-employment website: 1 hour
Welcome to Mvenpick Hotel Induction: 1 Day (average, once a month)
Welcome to Mvenpick Area Induction: 2 days (three times a year)
Welcome to Mvenpick Corporate Centre Induction: 3 Days (twice a year)

Welcome to Mvenpick
Corporate Centre

Welcome to Mvenpick
Middle East & Asia Area

Welcome to Mvenpick
Middle East & Asia Area

Welcome to Mvenpick
Middle East & Asia Area

Implementation and Control

What is the total cost of the implementation?
Momentum eLearning: CHF25,000
WTM Hotels: no cost
WTM Area and Corporate: flights and accommodation for each delegate

Implementation and Control

What procedures are used to control and evaluate the project?
1. Momentum: Online feedback
2. Welcome to Mvenpick Hotels, Area and Corporate: Post course
questionnaire
3. Employee Engagement Survey: Learning & Development questions

Results, Impact and Staff Response

How are employees informed about this initiative?

Momentum:
A personal invitation email
sent after signing an
employment contract.

Welcome to Mvenpick
Hotel, Area and Corporate:
A welcome letter from the
HR department

Results, Impact and Staff Response

What was the staffs response?
Some quotes:
Momentum

Welcome to Mvenpick
Corporate Induction

This introductory tool is very helpful. The company philosophy is explained in detail which deepens and strengthens
my existing knowledge.

These days were really informative and I am looking forward for the coming projects with you and the Mvenpick
Hotels & Resorts team.

It was a great pleasure to attend the WTM event which added new knowledge and experience to me.

I had a great experience during my stay. Thank you alI for a well organized induction, it was filled with kind
hospitality and family atmosphere; I was overwhelmed with your courtesy.

Welcome to Mvenpick
Area Induction

I'd like to say thanks for the opportunity to arrange me this trip to Dubai and for a truly fabulous, informative two
days where I found so many wonderful new resources and met so many super people.

You were extremely thorough in explaining Mvenpick Hotels & Resorts vision, goals, objectives and the future
development opportunities and even your personal backgrounds.

Now that I have a better idea of the company and owners expectations and I am even sure that I joined for an
excellent company which give me full energy to figure out how to move forward in the most effective way to
increase revenue, quality, guest and employee satisfactions.

I really appreciated the genuine approach of all of you that made me feel very comfortable being part of the team.

Results, Impact and Staff Response

Have you reached all the goals that were set?

Not yet.

The next phase is to

implement our Welcome
to Mvenpick Area
Induction programme for
General Managers direct
reports in Europe and
Africa.

Results, Impact and Staff Response

Can you measure the impact and the results of the initiative?

Yes. An indication of whether our learning tools enhance the employee

experience provided by one learning and development question in the
Employee Engagement Survey.

Employee Engagement Survey question:

Learning and development is given a priority in my hotel.

2011
78%

2012
79%

2013

2014

81%

Survey to be
conducted in
November 2014

Program Persistence
What is the level of durability of the initiative?
Momentum, preemployment website
This website can be
modified and updated to
remain relevant for many
years to come.

Welcome to Mvenpick
Area and Corporate
Office events
These activities
demonstrate an important
part of our company
culture a personal
touch and therefore are
fully supported by the
senior management of
the company.

Two week induction

checklists
These activities do not
have a cost attached to
them and are part of a
process and so are very
durable and will remain in
place

Program Persistence
Are you planning to go further with an additional or complementary
stage?
Yes. Overtime, we will enhance our On-boarding process by introducing:

Momentum, pre-employment website

Additional languages
More Area, Country and Hotel specific content

Welcome to Mvenpick Area Induction

Launch for General Managers direct reports in
Europe and Africa.

90 Day follow up
Formalise follow activities online and face-to-face
after the first three months of employment.

Program Persistence
To which extent this initiative is a part of your communication
strategy?
Mvenpick Hotels & Resorts actively communicate its internal learning and
development activities on sites such as Linked In and in our monthly global
employee newsletter, The Insider.

President & CEO message

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