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On boarding is Not Orientation: How to Improve the New Employee Experience
Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:
- Recognize the difference between orientation and onboarding: They are not the same, you need both.
- Identify the building blocks of an effective onboarding program: The 4’Cs: compliance, clarification, culture, connections.
- Review a toolbox of six best practices, with real-world examples, for implementing an onboarding program in your organization.
- Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager.
- Learn why managers are the key and how they contribute to the success of your onboarding programs.
- Make sure you know the 5 key questions new employees have that need to be answered quickly to avoid disengagement.
Overview of the webinar
Is your hiring and onboarding process costing you unnecessarily? Did you know….
- Nearly 1/3 of people are job searching within six months of employment
- Almost 1/3 of externally hired executives miss expectations in the first two years
- With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years.
Introducing an onboarding program in to your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies who implement an effective onboarding program during the first three months of the new hire employment experience will have 31% less turnover than those who don’t according to the Aberdeen Group.
A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just a routine checklist; it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job.
What does yours do? And do you even have an onboarding program?
Who should attend?
- CEO’s
- COO’s
- VP
- Human Resources
- Chief Learning Officer
- Directors
- Project Managers
- Operation Managers
- Supervisors
- Team Leaders
- Human Resources Professionals
Why should you attend?
You have made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what?
Onboarding is important because it introduces the employee to the company’s culture and expectations as well as your department’s culture and expectations. In addition, it gives the employee the vital training and information needed to succeed in their new position. This can save you and the company from a prolonged investment into the wrong person.
An onboarding program isn’t just a routine checklist; it should be a comprehensive process that makes the new employee as well as the manager confident they made the right choice and confident they can succeed in their new job.
Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the company and the manager from a prolonged investment into the wrong person.
Faculty - Ms.Marcia Zidle
Marcia Zidle, the Smart Moves Coach, is a board-certified executive and career coach, business management consultant and keynote speaker, with over 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.
She has expertise in strategy and alignment; executive and team leadership development; social and emotional intelligence; employee engagement and innovation; career and organization change management; employee relations and talent management.
Marcia has been selected one of LinkedIn Profinder’s top coaches for the past 7 years. Check out her 200 + LinkedIn articles she’s authored on Leadership, Management and Human Resources topics that have facilitated organizations to leverage their leadership and human capital assets generating greater effectiveness and profitability.
Marcia’s claim to fame is as a world traveler having a multi-cultural spirit and perspective. She has lived as an expatriate with her family in Scandinavia and Australia. In fact, one of her children is an "Aussie". She’s traveled to over 30 countries throughout Europe, Middle East, Far East, and the South Pacific.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.