Virtual and In-Person Onboarding Your New Hire: Policies, Practices, and Processes

On-Demand Schedule Thu, April 18, 2024 - Thu, April 25, 2024

Duration 90 Mins

Level Basic & Intermediate

Webinar ID IQW23D0418

What you'll learn?
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To describe onboarding tactics for virtual new hires
To discuss the intricacies of onboarding the new hire including such things as getting them their new computer, technology, and having a virtual lunch, and dealing with I-9s
To identify HR, the supervisor, and Buddy's roles in welcoming and training the new employee in a virtual environment
To discuss the new employee's role in her or his orientation
To differentiate between the orientation to the organization and the orientation to the department
To assess, develop, implement, and evaluate your Onboarding strategy
To examine virtual Onboarding best practices
To assess, design, develop, implement, and evaluate your department's NEO strategy

Overview of the webinar

We're in a new world now creating new challenges in the way we do our work including how we welcome and engage our new hires virtually.

We have new challenges now with the pandemic - how do we onboard a new employee virtually? Onboarding virtually creates new opportunities that we may continue to use even when the pandemic is not as much of a threat. Whether you call it Onboarding, Induction, Enculturation, or New Employee Orientation (NEO), the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success. Conducting the process virtually just adds a bit more innovation in providing the same information.

NEO is not a one-day event, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival's primary concerns are three things my job, my boss, and my coworkers.

Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation. Onboarding is a strategy and a process that extends well beyond their first day on the job. It is a critical process to get the new hire off and running in their new environment - their new virtual environment, their new virtual position, and with new virtual colleagues enabling them to enjoy their work and their employer.

Onboarding needs to include fun activities, using “buddies” to streamline the new hire's experience, beginning from the point of the job offer. All of these efforts can be done virtually. It is one of the most important elements an employer should invest in.

Who should attend?

All industries - Human Resources – Generalists and Managers
Supervisors and Managers of Departments or Units in any Industry

Why should you attend?

Sample checklists for the manager/supervisor, HR, and the Buddy are provided
Tips on orienting the virtual employee
How to evaluate your Onboarding process
To discuss the importance of Checklists for what to accomplish the first day, first week, first month, and the first 90 days
To list suggested lists and topics for the onboarding portal
To examine onboarding portal systems
To Tips on how to select and utilize a Buddy
Orientation Evaluation forms for the new hire, HR, the buddy, and management
Tips on the manager-new hire “expectations” discussion

Faculty - Dr.Susan Strauss

Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. She has been an adjunct professor at several universities. Susan has held positions in training, organization development, and management, which enable her to use her multitude of real life experiences to draw on in her training sessions and organization development consulting. She has presented to thousands of people during her career and to a variety of audiences and receives outstanding evaluations.

Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.

Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and the U.S. She has consulted with professionals from other countries such as England, Australia, Canada, Beirut and St. Martin. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.

Credits

SHRM 1.5 - 1.5 credit(s)

ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.

HRCI 1.5 - 1.5 credit(s)

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

Thank you for your interest in becoming a part of our faculty. UPIQ is continuously looking for excellent individuals from diverse professions to add to our faculty records. Please complete the form below to be considered for our training arrangements in your area of expertise and then submit the form; we will get back as soon as possible.