With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential? According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52 percent, time to productivity by 60 percent and overall customer satisfaction by 53 percent. We’ve identified five ways to accelerate the time it takes to get a new employee up to speed.

2. BizLibrary helps organizations succeed by improving the way employees learn.
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3. ?
Do you have a formal
onboarding program in
your organization?

4. ?
How would you describe
your new hire training?

5. What we hope you take-away:
Apply best practices to accelerate the time to productivity for the new hires.
Apply the concept of “organizational socialization” to new hire training.
Build a foundational new hire training and development plan.

7. What is onboarding?
strategic vs. tactical…

8. Onboarding, also known as organizational socialization, refers
to the mechanism through which new employees acquire the
necessary knowledge, skills, and behaviors to become effective
organizational members and insiders.
Source: Bauer, T.N. and Erdogan, B.
APA Handbook Of Industrial And Organizational Psychology

9. Higher job
satisfaction
Organizational
commitment
Lowered stressLower Turnover Higher Performance
Levels
Career Effectiveness
Benefits of Effective Employee Onboarding

10. SOURCE: Onboarding New Employees: Maximizing Success, SHRM, Tayla N. Bauer, Ph.D

11. 52%
44%
EMPLOYEE ENGAGEMENT
DROPS BY 8% AFTER THE
FIRST 6 MONTHS OF
EMPLOYMENT.
SOURCE: Gallup, State of the
American Workplace 2013
RETENTION RATES BY
TIME TO PRODUCTIVITY BY
CUSTOMER SATISFACTION BY
According to an Aberdeen Benchmark Report, EFFECTIVE
ONBOARDING improves…
52%
53%
60%

12. 18 MONTHS
the most vulnerable time for a new hire to leave
8-12 WEEKS
avg. time to
productivity for
clerical staff 18-22 WEEKS
avg. time to
productivity for
professional staff
24-28 WEEKS
avg. time to
productivity for
executives
SOURCE: Strategic Onboarding. Bersin by Deloitte.

13. PLANNING AHEAD
INTEGRATING COMPANY
GOALS AND CULTURE
OUTLINING
EXPECTATIONS,
GOALS AND SUCCESS
CRITERIA
UTILIZING
TECHNOLOGY AND
ONLINE TRAINING
INVOLVING MANAGERS
5 Best Practices For Employee Onboarding

14. New Employee Success
HR
• Sourcing, recruiting, hiring
• Linking manager and job
requirements
LEARNING
• Links between job role and
knowledge/skill needed
• Closing gaps
MANAGER
• Support of both HR and
Learning
• Support of employee’s
acclimation

15. 1.Planning Ahead
Understand future needs and
potential gaps
Character and culture fitJob descriptions
and skills

17. Information flow and
learning
Mission, Strategy and
Goals
Understanding
employee impact
2. Company Goals and Culture

18. Connectedness and Networking
60%
of managers who fail to onboard
successfully cite failure to establish
effective working relationships as a
primary reason.
SOURCE: SHRM, Onboarding New Employees: Maximizing
Success
Increase the quantity and
quality of connections
• Ability to understand the relative
value of situations
• Areas of subject matter expertise
• Key influencers and information
• Leveraging technology and enterprise
social networks

19. 3. Expectations
• Learning preferences
• Management style
• Performance
measurements
• Feedback and coaching

20. Purpose and Context
Provide context to improve
productivity
• DRIVE: Mastery, Autonomy, and
Purpose
• Ambition, entrepreneurialism and
attachment
• Understanding of organization based
on education or experience.

21. Learning
resources and
content
Off-the-shelf and
custom video
Resource delivery LMS and mobile
4. Technology and Training

22. Developing a New Hire Learning Plan
Job Performance Company and Culture
• Here’s how you do…
• Processes and applications needed
• How and where to get the
information they need
• Job aids, process descriptions, flow
charts
• Resources and training delivery
• The concept, purpose and vision
• Your industry and message to the
market
• Information flow and influence
• Org charts and/or team personal
interest collages
• Help your new employees establish
connections and network

23. Developing a New Hire Learning Plan
Welcome and Introduction
JOB PERFORMANCE
Training Room Login Instructions
Accessing Your Computer Overview
Associates How-to Guide
COMPANY AND CULTURE
Welcome from President
Employee Handbook
Company Overview

24. Developing a New Hire Learning Plan
Workplace Policy and Compliance
JOB PERFORMANCE
PCI Compliance
PCI Compliance Assessment
COMPANY AND CULTURE
Employee Awareness Series: Sexual
Harassment
Ethics for Everyone
Undeliverable: Email Etiquette for
Today’s Workplace

25. Developing a New Hire Learning Plan
Applications and Processes
JOB PERFORMANCE
How to Use Outlook 2013
MS Office 2013 Excel: Tips, Tricks and
Shortcuts Part1
MS Office 2013 Excel: Tips, Tricks and
Shortcuts Part2
Community (ESN) How-to-Guide
COMPANY AND CULTURE
Flexible work policy and time off
Career development and promotions
Recognition and rewards

26. Provide context to improve
productivity
• Acclimation and application of
learning
• Coaching and feedback
• Setting expectations and goals
5. Manager Involvement

27. Measuring the Impact
Improvement Objectives Business Impact
Knowledge Transfer
Engagement Levels
Employment Brand
Automation
Consistency of (Positive) Experience
Organizational Transformation (business and /or
cultural)
Accountability—Roles and Responsibilities
Attrition
Time to Productivity
Level of Productivity
Ability to Meet Emerging Talent Needs
Competitive Position
Recruiting Cost
Labor Cost
Onboarding Administration Cost
SOURCE: Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization
by Mark A. Stein and Lilith Christiansen

28. New Hire Contribution =
Capability + Context + Connections + Tools/Training
Organizational Socialization and Insider

29. Key
Take-Aways
Onboarding and new hire training should
be considered a strategic initiative of your
organization.
Successful strategic onboarding programs
are good for the bottom line and the
overall health of your organization.
The five best practices: planning ahead,
integrating your company’s goals and
culture, outline expectations, utilize
technology and online resources, and get
your managers involved.

30. Building Skills
Cutting Edge Success at Work
– Build Employability Skills
• Fast-paced and short
• Character-driven TV style
comedies
• New approach to reaching today’s
learners
• Laughing, discussing and reacting
to behaviors

31. Interactive Video Series: Onboarding

32. Try out these video lessons and
more!
Thousands of videos and unlimited access for your
employees.
www.bizlibrary.com/free-trial