Optimizing Your Workforce Through Effective Talent Onboarding
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Optimizing Your Workforce Through Effective Talent Onboarding

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HRPA 2014 conference presentation on Optimizing Your Workforce Through Effective Talent Onboarding, presented by Joe Minaudo and Simon Parkin of The Talent Company.

HRPA 2014 conference presentation on Optimizing Your Workforce Through Effective Talent Onboarding, presented by Joe Minaudo and Simon Parkin of The Talent Company.

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Optimizing Your Workforce Through Effective Talent Onboarding Optimizing Your Workforce Through Effective Talent Onboarding Presentation Transcript

  • Optimizing Your Workforce Through Effective Talent Onboarding
  • Who We Are Joe Minaudo Practice Leader, Talent Strategy & Transformation Advisory @aTalentCompany @JoeMinaudo www.thetalent.co
  • Who We Are Simon Parkin Practice Leader, Human Resources Solutions @aTalentCompany @SimonParkin1 www.thetalent.co
  • So what makes us so knowledgeable?
  • Talent Onboarding VIDEO #1 – Interesting First Day Employee Welcome http://www.youtube.com/watch?v=ae8Vv9Iplok
  • A quick show of hands…….
  • Does This Describe Onboarding at your Organization?
  • Does This Describe Onboarding at your Organization? “There’s your desk, the restrooms are down the hall and lunch is at noon…….. but my office door is always open if you have any questions”
  • Does This Describe Onboarding at your Organization? “How many more forms do I have to complete?”
  • Does This Describe Onboarding at your Organization? “All this company information on the intranet is interesting but.....?”
  • Does This Describe Onboarding at your Organization? “Let me drop you off at HR as New Hire Onboarding is HR’s responsibility”
  • Does This Describe Onboarding at your Organization? “I know it’s only the first week, but did I make the right decision to join this company?”
  • Defining Onboarding Onboarding is a business process that enables, facilitates, and ensures new employees successfully integrate into an organization.
  • Defining Onboarding Onboarding is a human experience which solidifies an impression made and sets a path of expectations for what’s to come.
  • One of our key findings…… …..many organizations today say they have an Onboarding program when in fact they are simply providing new hire Orientation.
  • Onboarding vs. Orientation Orientation is a: • One time “starting event” • Welcome and introduction • Quick intro into the key things new hires need to know • Fails to improve retention, productivity and engagement
  • Onboarding vs. Orientation Onboarding: • Prepares new hires to succeed at their job and within the organization through individual and targeted learning • Involves frequent touch points • A series of milestones rather than a one day event
  • Onboarding vs. Orientation Onboarding: • • • Accommodates for learning and integration at a different pace Provides opportunities to engage, socialize and understand the culture and embrace the core values of an organization Designed to accelerate and enhance new hire performance
  • Onboarding vs. Orientation Onboarding: • Enables networking with others within the organization, building relationships and inter-departmental awareness for collaboration and success.
  • Is 2014….finally the Year of Hiring? Many organizations are back to a focus on hiring in 2014………. …..more pressure on both Recruitment & Retention for your organization!
  • Is 2014….finally the Year of Hiring? We only want to hire “A” players! • Does your Onboarding program support “A” players? • Will “A” players become your best ambassadors?
  • Is 2014….finally the Year of Hiring? Your external Employment Brand must mirror your internal Employment Brand • Do you practice what you preach internally? vs • How will new hires view your organization once joining?
  • Your external Employment Brand must mirror your internal Employment Brand Think its not necessary? Think again!
  • Onboarding Program Statistics 50% of Hiring Organizations or the new hires themselves regret the decisions they’ve made* *The Recruiting Roundtable 2013
  • Onboarding Program Statistics 46% of new hires fail within 18 months* *Leadership IQ 2013
  • Onboarding Program Statistics Over 50% of organizations’ Onboarding programs last one week or less. Only 15% of organizations have an Onboarding program that lasts more than 3 months. *PWC Saratoga 2013 Report
  • Onboarding Program Statistics Only 13% of organizations actually have a dedicated budget for Onboarding new talent. *2013 Workforce Mobility Survey
  • The impact from a positive or negative Onboarding experience directly impacts employee retention, performance and succession opportunities.
  • So What Are Leading Organizations Doing with Onboarding Programs? Research shows that employees who are engaged earlier through Onboarding are more productive and stay longer.
  • So What Are Leading Organizations Doing with Onboarding Programs? • They have a formal Onboarding program for the new hire’s first year. • Onboarding touch points are more spread out – they don’t try to cram too much in a small period of time. • Their Onboarding program is considered an organizational accountability – not HR’s responsibility.
  • So What Are Leading Organizations Doing with Onboarding Programs? • Dedicated individual(s) managing Onboarding – with stakeholders from across the organization. • They recognize that every new hire has varying needs and Onboarding has to be flexible and allows for adjustments. • Onboarding is integrated into the talent management process and overall organizational talent strategy.
  • Leading organizations have Onboarding programs with elements that include: • Mentoring & Coaching • Networking Opportunities • Formal Goal Setting & Career Development Plans • Training & Development Programs • Management Accountability
  • How Do They Achieve Success? Multiple engagement assessments for new hires usually at 1 month and 6 month intervals It takes practice!
  • How Do They Achieve Success? • The Executive team supports and participates in Onboarding. • It is considered as important as new client Onboarding Treat employees - they will treat your clients well!
  • Talent Onboarding VIDEO #2 – New Employee Video - Novartis http://www.youtube.com/watch?v=x43sDW0kHvk
  • How Do You Know When Your Organization is in Need of an Onboarding Refresh? • Problem with New Hire Retention • New Hires Show Up With Nowhere To Go • Social Media • Ask New Hires • Ask Your Recruitment Agency Partners
  • The Business Case for a Successful Onboarding Program • New hires become Brand Ambassadors • New hires help build candidate pipelines • Opportunities for employees to expand skills beyond functional expertise. • Employee engagement scores increase • Robust talent management program • Leadership team becomes more “connected” with the employee base
  • The Bottom Line • Onboarding is not a task nor a one time event. It is a personal experience. • It must be treated as an opportunity to align, engage and foster cohesion. • It can be a competitive advantage
  • Talent Onboarding VIDEO #3 – ROMA Moulding http://www.youtube.com/watch?v=_OXghIn3HFI
  • Contact us For further information or assistance contact: Joe Minaudo The Talent Company Ltd. (905) 475-5978 joe.minaudo@thetalent.co www.thetalent.co Simon Parkin The Talent Company Ltd. (905) 475-8562 simon.parkin@thetalent.co www.thetalent.co