Grant Thornton Case Study

1699 Words7 Pages
Grant Thornton is the world’s fifth largest Professional services and Consulting firm that provides Assurance, Tax, Regulatory and Advisory services to dynamic organizations. It has an employee base of over 40,000 personnel worldwide, with 2000 personnel based in India. In Grant Thornton, the People & Culture function is responsible for the human resources policies and practices. It encompasses a number of HR verticals such as recruitment, hiring, on-boarding, employee engagement, performance management, payroll etc. The Management Consulting industry is rapidly expanding in India giving rise to a huge demand for talent. In times like these, attracting and retaining the right talent is of the utmost importance for the intellect oriented consulting…show more content…
The supervisor then gets the employee acquainted with his or her team, other colleagues and assigns their stations. 4. Constant follow-ups by HR Point-of-Contact The previous stages of the process happen sequentially within the time frame of one or two days. There onwards the employee begins his or her tenure with the Firm. At this stage it is important to keep in touch with the employee constantly, resolve any issues that may have been faced by them and make sure they are settling in properly. Typically, it commences on an employee’s first day of joining and may go on for the first week, month or even three to six months after the employee’s joining. Each firm has its own policies and practices for their Onboarding process. Nowadays Firms send “welcome packets” to new employees before their joining to prepare them for their first day in the Firm and get a head start with the formalities. Hence, Onboarding begins even before the employee sets foot within the premises. 6 P’s of Employee Adaptation Following are the key areas a new hire must adapt to:…show more content…
This instills a sense of belongingness in the employee. Principles It refers to understanding and compliance with the rules, vision and values of the Firm. These are the elements that create a unique identity of the Firm, integrate the various functions and tie them together under a single unit. A new employee must completely adopt the Firm’s values. Past Understanding the origins of a business unit is essential to understand the strategic goals and general direction the Firm wants to take. Knowledge of the personal backgrounds of founders as well as top management may provide insight about the customs that need to be followed and the appropriate attitudes to adopt. Need for Onboarding Various studies and a lot of research have been conducted on hiring, employee engagement and retention. These studies have brought forth a lot of important findings. Some of the findings have been listed: • According to studies, 90% of the employees make the decision to leave or continue with a Firm within the first six months of joining. Thus, making a good impression, welcoming the employee, providing assistance and helping assimilate them into the work environment is of the utmost
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