Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Onboard, Not Overboard. Accelerating New Hire Training

4,837 views

Published on

In this webinar, we'll discuss five ways to accelerate the time it takes to get a new employee up to speed.

www.bizlibrary.com

Published in: Recruiting & HR, Business
  • Login to see the comments

Onboard, Not Overboard. Accelerating New Hire Training

  1. 1. ? Do you have a formal onboarding program in your organization?
  2. 2. ? How would you describe your new hire training?
  3. 3. 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.
  4. 4. What is onboarding? strategic vs. tactical…
  5. 5. 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
  6. 6. BENEFITS OF A STRONG ONBOARDING PROGRAM Become familiar and comfortable with their job roles. Improve employee retention. Learn about company culture and job- related resources. Reduce the amount of time to productivity. Start to build relationships and networks. Increase visibility of new hires. SOURCE: Strategic Onboarding. Bersin by Deloitte.
  7. 7. Align expectations of jobs and careers. Improve internal communications. Feel engaged and valued. Improve customer satisfaction. Receive immediate feedback. Improve company brand. SOURCE: Strategic Onboarding. Bersin by Deloitte. BENEFITS OF A STRONG ONBOARDING PROGRAM
  8. 8. 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%
  9. 9. 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.
  10. 10. 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
  11. 11. 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
  12. 12. 1.Planning Ahead Understand future needs and potential gaps Character and culture fitJob descriptions and skills
  13. 13. Information flow and learning Mission, Strategy and Goals Understanding employee impact 2. Company Goals and Culture
  14. 14. 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
  15. 15. 3. Expectations • Learning preferences • Management style • Performance measurements • Feedback and coaching
  16. 16. 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.
  17. 17. Learning resources and content Off-the-shelf and custom video Resource delivery LMS and mobile 4. Technology and Training
  18. 18. 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
  19. 19. 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
  20. 20. 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
  21. 21. 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
  22. 22. Provide context to improve productivity • Acclimation and application of learning • Coaching and feedback • Setting expectations and goals 5. Manager Involvement
  23. 23. 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
  24. 24. New Hire Contribution = Capability + Context + Connections + Tools/Training Organizational Socialization and Insider
  25. 25. 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.
  26. 26. 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
  27. 27. Getting Your New Managers Up to Speed Quickly 1. Congratulations, You're a Supervisor! 2. How Good Do You Want to Be? 3. Personal Traits for Success 4. Establish Credibility to Lead 5. Going From Buddy to Boss 6. Your First Team Meeting 7. Research Your New Team 8. Get Team Feedback from Others 9. Interview Your Team 10.Observe Your Team in Action 11.Develop a Team Strategic Plan 12.Mistakes to Avoid
  28. 28. Try out these video lessons and more! Let us know through the poll if you’d like a free trial of BizLibrary’s online course collection. Thousands of videos and unlimited access for your employees. www.bizlibrary.com/free-trial
  29. 29. Wednesday, Jan. 27th 1 p.m. Central, 2 p.m. Eastern Wednesday, Feb. 3rd 1 p.m. Central, 2 p.m. Eastern Join us for future webinars! www.bizlibrary.com/webinars For Upcoming and On-Demand Webinars
  30. 30. Presenter: Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl . Host: Jessica Petry Sr. Marketing Specialist jpetry@bizlibrary.com @JessLPetry

×