This document discusses the importance of onboarding for retaining talent and driving engagement. Effective onboarding involves focusing on people, performance, and paperwork. It should be a customized, measured program led as a partnership between HR, hiring managers, and new employees. Common challenges to onboarding programs include inconsistency, lack of manager capacity, inability to evaluate effectiveness, and poor enabling technology. The document provides case studies of successful onboarding programs and outlines how program length and elements can vary depending on the type of new hire.
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
#HROS: Open-Source Comes To HR | Ambrosia Vertesi & Lars Schmidt Talent Conne...LinkedIn Talent Solutions
We all go to conferences and hear why and what companies are doing - which is awesome. But we often walk away wondering...how? In this keynote, Ambrosia and Lars share Hootsuite’s journey to “working out loud” and bringing open-source approaches to Hootsuite’s talent strategies. From #BSU to #BCorp, learn how Hootsuite and leading companies are introducing open-source approaches to HR, as well as get actionable resources to take back to your organization. Watch the best of Talent Connect: http://bit.ly/1MBqz6m
Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisi...Cielo
If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...LinkedIn Talent Solutions
Ashley Babinecz, AppNexus
Lorraine Buhannic, AppNexus
AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company.
Key highlights:
The framework to hire for potential and make better long-term hires.
How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels.
How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Once you hire high-performers, how do you keep them? Transformational onboarding will help you protect your investment in talent, inspire a winning mindset and achieve a competitive advantage.
This deck reveals the secrets of creating a personalized, powerful onboarding experience. These techniques will help you protect your ROI and convince top talent to stay with your organization.
HCI Webinar: Changing a Company Culture, One Technological Performance Module...Cornerstone OnDemand
Sometimes the best systems aren’t all in place when it comes to talent management. Processes may need improvement and people likely want more support, but a knowledge gap and lack of experience in change management blocks companies from adopting the finest practices and implementing helpful technology. Success, as seen by leaders, is achieved by doing what works best for the business. Top managers take on the constant task of determining how to make each process more efficient and improve what’s needed to maximize productivity.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Presented by: Mike Erlin, Managing Director, Australia & New Zealand
Some questions we answer:
Compliance
•Where do the highest risk levels reside & why?
•What are my risks if employees do not finish a course on time?
Succession Planning
•Which employees are ready for a new role?
Career Mobility
•What are possible career paths based on current role and career interests?
Employee Growth
•What is my employee’s potential for new roles & how can I best develop them?
Learning & Development
•What courses drive the most impactful development?
•How can I effectively assign courses & optimise our catalog?
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
#HROS: Open-Source Comes To HR | Ambrosia Vertesi & Lars Schmidt Talent Conne...LinkedIn Talent Solutions
We all go to conferences and hear why and what companies are doing - which is awesome. But we often walk away wondering...how? In this keynote, Ambrosia and Lars share Hootsuite’s journey to “working out loud” and bringing open-source approaches to Hootsuite’s talent strategies. From #BSU to #BCorp, learn how Hootsuite and leading companies are introducing open-source approaches to HR, as well as get actionable resources to take back to your organization. Watch the best of Talent Connect: http://bit.ly/1MBqz6m
Cielo's 2016 Talent Rising Summit - Defining Success in Modern Talent Acquisi...Cielo
If talent acquisition is constantly evolving (and it is), shouldn’t the metrics we track and the KPIs we monitor evolve as well? We set out to better understand the current state of measurement – and the use of talent analytics.
Campus to corporate: How recruiting millennials enabled AppNexus to incubate ...LinkedIn Talent Solutions
Ashley Babinecz, AppNexus
Lorraine Buhannic, AppNexus
AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company.
Key highlights:
The framework to hire for potential and make better long-term hires.
How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels.
How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
eLearning and Gamification are a perfect match, with gamification delivering stunning completion rates, especially with micro-learning sequences. Presentation given by Hadas Kasher of GamEffective at the Credit Union National Association (CUNA) - discussing gamification, learning and financial services
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
Improving Veterinary Team Communication - AAEVT 2018Oculus Insights
Dr. Mike Pownall presented on improving communication between veterinary team members for the annual convention of the American Association of Equine Veterinary Technicians.
This document provides an overview of the RBL Omnia Access program, which includes various tools and resources to help organizations build leaders, professionals, and capabilities. The key components included are:
- Organization Guidance System for assessing and prioritizing human capital investments
- Leadership and HR assessments
- RBL Academies for professional development
- Research repository of tools and content
- RBL Institute for large organizations, which provides executive think tanks and networking.
Pricing options are available for the annual subscription bundle, which the document promotes as helping organizations create measurable business impact through evidence-based human capital strategies and development.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
InterSystems Global Summit 2011 Presentation: Attracting, Hiring and Keeping ...InterSystems Corporation
The document discusses how John Paladino improved his company's process for attracting, hiring, and retaining top talent. He took responsibility for recruiting, clearly defined what constituted top talent, streamlined the hiring process, and developed ongoing pipelines of qualified candidates. These changes improved hiring metrics like time to fill positions and cost per hire while increasing management confidence in the quality of new hires.
HUM31 4th Annual Business Driven HR Metrics ForumBenjamin Finnan
This document provides information about the 4th Annual Business Driven HR Metrics Forum taking place from April 15-17, 2015 in Sydney, Australia. The forum will focus on helping attendees quantify the value of workforce data, learn best practices in building predictive analytics capabilities, and engage senior executives through effective communication of data insights. A variety of expert speakers from organizations like National Australia Bank, Monash University, and Peoplebank will provide case studies and tips on topics like aligning metrics with financial goals, using data to improve productivity and talent management, and optimizing existing data resources. The agenda also includes panel discussions, workshops, and opportunities for networking.
Micro-Video + Manager Training = High-Performing EmployeesBizLibrary
Congratulations! You’ve developed the greatest training program ever. The content is ideally suited to your business problems, the technology works and the employees seem to like it. There’s only one problem: Nobody knows what to do with it when they return to their jobs.
We need our employees to learn, retain and then apply what they learn to reach higher levels of performance. But how many times do we fail to see the ROI we expect? How many times do we fail to see really good content applied on the job? How many times do we have to go back to the CFO and explain why the ROI we expected never materialized?
Join us for this complimentary TrainingIndustry.com webinar sponsored by BizLibrary. Your host, Erin Boettge, content marketing manager at BizLibary, will provide easy-to-understand insights on:
How to help employees apply their learning and improve job performance
The manager’s role in employee retention and training ROI
How microlearning is a great tool for helping employees acquire skills just when they need them
Learning Analytics – From Reactive to PredictiveLearningCafe
Overview
While the term Learning Analytics has been around for some time, it has been mostly restricted to data collecting from the Learning Management Systems such as completions data. Learning analytics has to evolve beyond simply reporting to making predictions. We discuss current trends in Learning Analytics and how xAPI, Artificial Intelligence will impact Learning Analytics.
Panelists
sarajit-poddar-learningcafe-150x150 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Vanessa-Blewitt-LearningCafe-100 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Jeevan-Joshi Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars
Sarajit Poddar – Workforce Planning & Analytics SME at Ericsson
Vanessa Blewitt – Global Transformation Lead – Learning Intelligence and Effectiveness at Nestle
Jeevan Joshi – Founder – LearningCafe & CapabilityCafe
We discuss
Why Learning data needs from a reactive mode of collecting completion information to using predictive data to make Learning more effective.
How xAPI and other emerging standards provide a platform for better analytics but have implementation challenges.
The opportunities to link learning analytics with business outcomes.
How Artificial Intelligence/ Machine Learning will demand better Learning Analytics.
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
2018 is the year of innovation for learning & development. Exciting new technologies and approaches from augmented reality to behavior-driven learning offer opportunities to redefine workplace training.
But how can you push the envelope in your L&D department in 2018? How can you harness these new learning technologies and approaches to create innovative new L&D programs at your organization?
In this webinar, speakers from Pinterest/Intuit and Udemy will share their best practices innovating on the L&D front.
You’ll walk away with:
- The 5 learning predictions on what L&D plans to add to their programs in 2018
- L&D best practices in these 5 areas from behavior-driven learning to augmented reality from Pinterest/Intuit and Udemy
- Actionable ways to implement these new innovative learning technologies and approaches at your organization
- Inspiration on how to push the envelope at your organization in 2018.
An Insider's Look at Udemy for Business Product WebinarUdemy for Business
60% of employees think their companies don’t offer adequate opportunities for them to develop professionally.
See first-hand how Udemy for Business partners with high-performing companies like PayPal, Lyft, Booking.com, Adidas, and Pinterest to fuel a culture of learning and elevate the perception of L&D.
- 2,500+ of the top rated, freshest courses for professional development
- Social learning tools that extend the role and impact of L&D
- Reporting that delivers actionable insights for effective learning
- Mobile technology to learn on the go
- 24/7 customer success dedicated to supporting your company every step of the way
Back to School: The ABCs of Campus Recruiting MetricsCielo
The document provides an overview of a webinar on using metrics to build an effective campus recruiting program. It discusses how to set recruiting goals aligned with overall talent strategy, measure success competitively, and analyze results to drive excellence. The webinar guest speaker has 20+ years of recruiting experience, including leading university programs. Key takeaways include how to establish strategic goals and tie them to measurable metrics to evaluate performance and ensure the program is achieving its objectives. A variety of standard and innovative metrics are also presented that can provide insights into different aspects of the recruiting process and outcomes.
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
https://business.udemy.com/resources/webinar-hr-tech-engagement-stack/
How can your company leverage these new disruptive HR technologies to boost engagement?
Walk away with:
- How technology impacts each stage of the employee lifecycle
- How an effective HR Tech Stack drives your engagement strategy
- Gotcha’s and “must-haves” to look out for when evaluating new technology
- Building blocks to start the conversation for 2018
#FIRMday Manchester 22nd September 2016 - Capita 'Talent Acquisition in the f...Emma Mirrington
Practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally and externally). Themes include:
• Addressing the challenge of unconscious bias – yours,
agencies and hiring managers
• Reconciling speed vs. diversity of hires and managing stakeholder expectations
• The mutual benefits of monitoring and reporting diversity of outcomes
• How more inclusive on-boarding can improve and embed results
LinkedIn Talent Acquisition Keynote | Pat Wadors and Brendan Browne, LinkedIn...LinkedIn Talent Solutions
In this joint keynote, LinkedIn’s CHRO, Pat Wadors, and Head of Talent Acquisition, Brendan Browne, will discuss how they have successfully aligned talent acquisition and talent management for success. Together, they will share how their talent strategy supports the company’s five-year strategy, and Pat will discuss her three-year journey roadmap that she designed upon joining LinkedIn in 2013.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
A recent study by the Human Capital Institute (HCI) shows most employers are missing an important opportunity to capitalize on the energy and enthusiasm new hires bring to their organizations through effective onboarding. In fact, nearly a quarter of organizations surveyed said they have no onboarding strategy or process at all.[1]
Register for this webinar, hosted by HCI and sponsored by Kronos, where you’ll learn how onboarding processes can be leveraged to engage and retain new hires and increase organizational productivity.
Our experts will explore:
Why onboarding is a critical component for employee engagement and new hire retention
The elements of effective onboarding programs and their organizational outcomes
The 3 P’s of onboarding you can’t overlook
How to design onboarding programs with specific goals and success measurements
How to delegate tasks cross-functionally to ease burdens on managers and smaller teams
[1] Human Capital Institute and Kronos Incorporated, New Hire Momentum: Driving the Onboarding Experience (2017), at 3.
The document provides details about a study on the effectiveness of recruitment conducted by Khushboo Shah. It includes an introduction outlining the importance of recruitment for organizations. The objectives of the study are to understand the recruitment process and sources, analyze recruitment procedures, and identify areas for improvement. The literature review covers definitions of recruitment, internal and external sources, the recruitment process, and the changing role of HR in recruitment. The methodology, data analysis, findings, suggestions, and conclusion of the recruitment study are also outlined.
eLearning and Gamification are a perfect match, with gamification delivering stunning completion rates, especially with micro-learning sequences. Presentation given by Hadas Kasher of GamEffective at the Credit Union National Association (CUNA) - discussing gamification, learning and financial services
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
Improving Veterinary Team Communication - AAEVT 2018Oculus Insights
Dr. Mike Pownall presented on improving communication between veterinary team members for the annual convention of the American Association of Equine Veterinary Technicians.
This document provides an overview of the RBL Omnia Access program, which includes various tools and resources to help organizations build leaders, professionals, and capabilities. The key components included are:
- Organization Guidance System for assessing and prioritizing human capital investments
- Leadership and HR assessments
- RBL Academies for professional development
- Research repository of tools and content
- RBL Institute for large organizations, which provides executive think tanks and networking.
Pricing options are available for the annual subscription bundle, which the document promotes as helping organizations create measurable business impact through evidence-based human capital strategies and development.
Cornerstone has been spending a lot of time gazing into our crystal ball and thinking about the future. More specifically, how organisations like yours can navigate the future and prepare for the emerging Skills Economy. The way we see it, we are at a critical juncture where the world is experiencing a major shift in the way everyone works and learns.
The most successful companies continually reinvent themselves during these times of disruption. And continually developing their talent is the differentiator. No matter what sector or industry, increasing employee's knowledge, skills, and abilities in this continually changing environment is fundamental in futureproofing success.
In our webinar, we explore the increasingly fluid nature of learning, the skills workers will need to learn, and how leaders can build a culture of learning from the top down.
The Evolution of HR: Embrace an Analytics Mindset to Unlock HR’s PotentialCornerstone OnDemand
Highlights:
• Approaches for developing an analytics mindset and a culture of curiosity about talent
• The art of interpreting and visualizing analytics outcomes
• How to craft a compelling story to drive change, starting with where you are today and how to achieve the talent future state
Sarah Brennan, Principal Consultant, Talent Acquisition at Cornerstone OnDemand, provides easy-to-understand insights on:
o Evolution of the role of recruiting in business from reactive to strategic partners
o How a unified approach to looking at talent acquisition can benefit core HR and business drivers
o The impact employment branding and candidate experience have on influencing employee engagement and retention (and vice versa)
InterSystems Global Summit 2011 Presentation: Attracting, Hiring and Keeping ...InterSystems Corporation
The document discusses how John Paladino improved his company's process for attracting, hiring, and retaining top talent. He took responsibility for recruiting, clearly defined what constituted top talent, streamlined the hiring process, and developed ongoing pipelines of qualified candidates. These changes improved hiring metrics like time to fill positions and cost per hire while increasing management confidence in the quality of new hires.
HUM31 4th Annual Business Driven HR Metrics ForumBenjamin Finnan
This document provides information about the 4th Annual Business Driven HR Metrics Forum taking place from April 15-17, 2015 in Sydney, Australia. The forum will focus on helping attendees quantify the value of workforce data, learn best practices in building predictive analytics capabilities, and engage senior executives through effective communication of data insights. A variety of expert speakers from organizations like National Australia Bank, Monash University, and Peoplebank will provide case studies and tips on topics like aligning metrics with financial goals, using data to improve productivity and talent management, and optimizing existing data resources. The agenda also includes panel discussions, workshops, and opportunities for networking.
Micro-Video + Manager Training = High-Performing EmployeesBizLibrary
Congratulations! You’ve developed the greatest training program ever. The content is ideally suited to your business problems, the technology works and the employees seem to like it. There’s only one problem: Nobody knows what to do with it when they return to their jobs.
We need our employees to learn, retain and then apply what they learn to reach higher levels of performance. But how many times do we fail to see the ROI we expect? How many times do we fail to see really good content applied on the job? How many times do we have to go back to the CFO and explain why the ROI we expected never materialized?
Join us for this complimentary TrainingIndustry.com webinar sponsored by BizLibrary. Your host, Erin Boettge, content marketing manager at BizLibary, will provide easy-to-understand insights on:
How to help employees apply their learning and improve job performance
The manager’s role in employee retention and training ROI
How microlearning is a great tool for helping employees acquire skills just when they need them
Learning Analytics – From Reactive to PredictiveLearningCafe
Overview
While the term Learning Analytics has been around for some time, it has been mostly restricted to data collecting from the Learning Management Systems such as completions data. Learning analytics has to evolve beyond simply reporting to making predictions. We discuss current trends in Learning Analytics and how xAPI, Artificial Intelligence will impact Learning Analytics.
Panelists
sarajit-poddar-learningcafe-150x150 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Vanessa-Blewitt-LearningCafe-100 Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars Jeevan-Joshi Learning Analytics - From Reactive to Predictive Featured LearningCafe Webinars
Sarajit Poddar – Workforce Planning & Analytics SME at Ericsson
Vanessa Blewitt – Global Transformation Lead – Learning Intelligence and Effectiveness at Nestle
Jeevan Joshi – Founder – LearningCafe & CapabilityCafe
We discuss
Why Learning data needs from a reactive mode of collecting completion information to using predictive data to make Learning more effective.
How xAPI and other emerging standards provide a platform for better analytics but have implementation challenges.
The opportunities to link learning analytics with business outcomes.
How Artificial Intelligence/ Machine Learning will demand better Learning Analytics.
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
2018 is the year of innovation for learning & development. Exciting new technologies and approaches from augmented reality to behavior-driven learning offer opportunities to redefine workplace training.
But how can you push the envelope in your L&D department in 2018? How can you harness these new learning technologies and approaches to create innovative new L&D programs at your organization?
In this webinar, speakers from Pinterest/Intuit and Udemy will share their best practices innovating on the L&D front.
You’ll walk away with:
- The 5 learning predictions on what L&D plans to add to their programs in 2018
- L&D best practices in these 5 areas from behavior-driven learning to augmented reality from Pinterest/Intuit and Udemy
- Actionable ways to implement these new innovative learning technologies and approaches at your organization
- Inspiration on how to push the envelope at your organization in 2018.
An Insider's Look at Udemy for Business Product WebinarUdemy for Business
60% of employees think their companies don’t offer adequate opportunities for them to develop professionally.
See first-hand how Udemy for Business partners with high-performing companies like PayPal, Lyft, Booking.com, Adidas, and Pinterest to fuel a culture of learning and elevate the perception of L&D.
- 2,500+ of the top rated, freshest courses for professional development
- Social learning tools that extend the role and impact of L&D
- Reporting that delivers actionable insights for effective learning
- Mobile technology to learn on the go
- 24/7 customer success dedicated to supporting your company every step of the way
Back to School: The ABCs of Campus Recruiting MetricsCielo
The document provides an overview of a webinar on using metrics to build an effective campus recruiting program. It discusses how to set recruiting goals aligned with overall talent strategy, measure success competitively, and analyze results to drive excellence. The webinar guest speaker has 20+ years of recruiting experience, including leading university programs. Key takeaways include how to establish strategic goals and tie them to measurable metrics to evaluate performance and ensure the program is achieving its objectives. A variety of standard and innovative metrics are also presented that can provide insights into different aspects of the recruiting process and outcomes.
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
https://business.udemy.com/resources/webinar-hr-tech-engagement-stack/
How can your company leverage these new disruptive HR technologies to boost engagement?
Walk away with:
- How technology impacts each stage of the employee lifecycle
- How an effective HR Tech Stack drives your engagement strategy
- Gotcha’s and “must-haves” to look out for when evaluating new technology
- Building blocks to start the conversation for 2018
#FIRMday Manchester 22nd September 2016 - Capita 'Talent Acquisition in the f...Emma Mirrington
Practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally and externally). Themes include:
• Addressing the challenge of unconscious bias – yours,
agencies and hiring managers
• Reconciling speed vs. diversity of hires and managing stakeholder expectations
• The mutual benefits of monitoring and reporting diversity of outcomes
• How more inclusive on-boarding can improve and embed results
LinkedIn Talent Acquisition Keynote | Pat Wadors and Brendan Browne, LinkedIn...LinkedIn Talent Solutions
In this joint keynote, LinkedIn’s CHRO, Pat Wadors, and Head of Talent Acquisition, Brendan Browne, will discuss how they have successfully aligned talent acquisition and talent management for success. Together, they will share how their talent strategy supports the company’s five-year strategy, and Pat will discuss her three-year journey roadmap that she designed upon joining LinkedIn in 2013.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
A recent study by the Human Capital Institute (HCI) shows most employers are missing an important opportunity to capitalize on the energy and enthusiasm new hires bring to their organizations through effective onboarding. In fact, nearly a quarter of organizations surveyed said they have no onboarding strategy or process at all.[1]
Register for this webinar, hosted by HCI and sponsored by Kronos, where you’ll learn how onboarding processes can be leveraged to engage and retain new hires and increase organizational productivity.
Our experts will explore:
Why onboarding is a critical component for employee engagement and new hire retention
The elements of effective onboarding programs and their organizational outcomes
The 3 P’s of onboarding you can’t overlook
How to design onboarding programs with specific goals and success measurements
How to delegate tasks cross-functionally to ease burdens on managers and smaller teams
[1] Human Capital Institute and Kronos Incorporated, New Hire Momentum: Driving the Onboarding Experience (2017), at 3.
The document provides details about a study on the effectiveness of recruitment conducted by Khushboo Shah. It includes an introduction outlining the importance of recruitment for organizations. The objectives of the study are to understand the recruitment process and sources, analyze recruitment procedures, and identify areas for improvement. The literature review covers definitions of recruitment, internal and external sources, the recruitment process, and the changing role of HR in recruitment. The methodology, data analysis, findings, suggestions, and conclusion of the recruitment study are also outlined.
The document discusses Talent Acquisition strategies and goals for Heineken Mexico. It aims to evolve processes, procedures, and tools to attract the right talent. Specific initiatives include standardizing the onboarding process, enhancing candidate screening and assessment, and improving internal job posting guidelines and communication. Key performance indicators focus on hiring metrics like time to fill and sourcing effectiveness. The strategy establishes sourcing approaches for strategic partner universities and technical schools. Employer branding and an applicant tracking system are also areas of focus.
Participants will leave the course with four deliverables: a completed Job Assessment, a template for identifying key workforce behaviors, a Hiring Scorecard to evaluate candidates, and an Onboarding Strategy Plan. The workshop provides tools to utilize behavioral assessments during each phase of hiring - defining job tasks, attracting ideal candidates, selecting candidates, and onboarding new hires. The workshop is intended for talent acquisition professionals, recruiters, and hiring managers to help them attract and select top performers.
Refer a Friend: Building a Great Company With Employee Referrals Namely
When it comes to recruiting, most companies share the same goal: hire the best people to drive the business forward—without breaking the bank. A company is only as good as the people it employs, so getting this right is critical.
The problem? Your lean recruiting team can only be in so many places at once. That’s where referrals come in. Leveraging employees’ professional networks is a great way to extend your team’s reach. A study conducted by SHRM showed that referrals remain the top source for talent, accounting for 45 percent of new hires last year.
Want to jumpstart your company’s employee referral program? This presentation will:
- Share best practices and strategies to find, attract, and engage talent with employee referrals.
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- Offer advice on motivating and rewarding participating employees.
- Share how to measure the success of your program.
Summer Training Report on recruitment channels evaluationsunil pandey
This is a report which is based on live training at Reliance Securities.
This provide you detail knowledge how company is using different channels for recruitment and their effectiveness.
Onboard, Not Overboard: Accelerating The Time to New Hire Productivity with T...BizLibrary
How would you describe your new hire training & onboarding? Organized? Inefficient? Costly?
Did you know that effective onboarding improves:
Retention rates by 52%
Customer satisfaction by 53%
Time to Productivity by 60%
BizLibrary’s VP of marketing, Chris Osborn will present this Thursday on ways to improve your onboarding process so you can:
Accelerate the productivity time for your new hires.
Help new hires become familiar & comfortable with their job roles.
Improve employee retention.
Increase visibility of new hires.
www.bizlibrary.com
This document summarizes a presentation by Pinstripe, Inc. on how talent impacts patient satisfaction scores (HCAHPS). It discusses pressures on healthcare organizations from lower reimbursement tied to quality measures. Pinstripe argues current hiring practices need to assess cultural fit and traits beyond just skills. They propose strategic workforce planning, leveraging technology, and outsourcing recruitment to reduce costs while improving quality of hire. Pinstripe claims their services can instill confidence in leadership by making proactive, metrics-driven decisions to foster service excellence and achieve organizational goals.
This resume summarizes the qualifications and experience of Nandini Patri. She has an MBA from Acharya Bangalore B School with dual specializations in finance and human resources. She has over 1 year of experience as an HR consultant and recruiter at Champions Group. Her skills include MS Office, core HR topics, leadership, negotiation, and communication. She is looking for opportunities to build a successful career in human resources.
Hr recruitment and selection process in reliance communicationsaranya mano
This document provides an overview of recruitment and selection processes. It defines recruitment as the process of finding and attracting qualified job applicants. The purposes of recruitment are to increase the candidate pool at low cost, improve selection success rates, and reduce new hire turnover. Sources of recruitment discussed include internal methods like promotions, transfers, and referrals, as well as external sources like outsourcing agencies. Advantages of internal recruitment are lower costs and training needs, while disadvantages include unfilled vacated positions and lack of new perspectives.
This document provides an overview of recruitment and selection processes at Denave India Pvt Ltd. It discusses the importance of recruitment, factors affecting recruitment, theories and policies related to recruitment and selection. It also describes various sources of recruitment including internal and external sources. The document highlights the relationship between recruitment and other HR activities and compares centralized versus decentralized approaches to recruitment. Finally, it discusses merits and demerits of recruiting from within versus outside the organization.
Recruitment involves generating a suitable pool of candidates for open jobs. The document discusses recruitment strategies like internal and external hiring. It outlines the recruitment process including developing a philosophy, evaluation metrics, planning activities and strategies. Tools for planning include yield ratio analysis to estimate suitable candidates. Sources of recruitment include internal methods like job posting and employee referrals, and external methods like advertising, agencies, and online recruiting. Filling vacancies internally has pros like familiarity and motivation, but can cause ripple effects, while external hiring has pros like innovation but higher costs. The document provides guidelines for effective recruitment like setting objectives to attract suitable candidates and provide accurate job information.
Most employers recognize the fact that their staff is their greatest asset, and the right
Recruitment and induction processes are vital in ensuring that the new employee Becomes
Effective in the shortest time. The success of an organisation depends on having the r light
Number of staff, with the right skills and abilities. Organisations may have a dedicated
Personnel/human resource function overseeing this process, or they may devolve these
Responsibilities to line managers and supervisors. Many people may be involved, and all
Should be aware of the principles of good practice. Even it is essential to involve other s in
The task of recruitment and induction.
The document provides an overview of the insurance industry in India. It discusses the liberalization of the insurance sector that allowed private and foreign companies to enter. There are rules governing Indian and foreign companies, including minimum capital requirements and limits on foreign ownership. Many international insurance companies have formed joint ventures with major Indian companies. The challenges for the insurance sector include developing suitable products, training agents, expanding insurance to lower income groups, and adapting business models for the Indian market.
MBA Report on Recruitment and Selection procedure samra khan
The document provides details about the recruitment and selection process at Decoria Walls and Floor Solution. It includes definitions of recruitment and selection. The recruitment process involves identifying potential candidates through various sources like advertising, employee referrals, etc. The selection process has several steps - screening of applications, tests, interviews, medical examination and reference checks to evaluate candidates and select the most suitable one. The document also discusses objectives of recruitment, barriers to effective selection, and advantages and disadvantages of external recruitment sources.
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This document outlines an L&D roadmap for 2023-2026. It includes components of the L&D framework, scope for different levels of employees, and the ADDIE process for outcome analysis. Yearly milestones include needs assessments, induction programs, and linking competencies to performance reviews. The roadmap aims to attract and retain talent, develop capabilities, create a values-based culture, build an employer brand, and engage employees through learning opportunities.
Presentation -(Human Resource)Current Recruitment Trends- A global viewAnishaKutty1
The document discusses contemporary trends in recruitment from a global perspective. It covers topics such as the changing approaches to recruitment like ethnocentric, polycentric, geocentric and regiocentric. Additionally, it discusses the recruitment process and sources of recruitment as well as current trends in recruitment like the use of video interviewing, mobile recruitment, and artificial intelligence.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
Similar to ATD ICE 2018 The Art and Science of Onboarding (20)
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
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• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
1. The Art and Science of Onboarding
Aubrey Wiete, M.A.
Senior Director, Learning &
Enablement
Human Capital Institute
Jenna Filipkowski, Ph.D.
Head of Research
Human Capital Institute
3. EXPERIENCES
• Drive talent attraction
• Promote your employer brand
and value proposition
• Critical in a candidate-driven job
market
• Drive engagement and
performance
• Align to your employee value
proposition and culture
• Retention is the number one
talent priority for 2018 (HCI, 2017)
CANDIDATE EMPLOYEE
4.
5. Turn to a partner.
In 3 minutes, tell him or her everything he or she would
need to know to do your job.
Switch.
Activity
7. ONBOARDING IS…
Part of the
candidate
and
employee
experiences
A program to
enable
knowledge,
skills,
attitudes, and
behaviors
A partnership
among
employee,
hiring manager,
and HR
Measured,
evaluated,
and refined
8. Onboarding Outcomes
Emphasizing culture and connection results in employees
with higher levels of job satisfaction and commitment.
47% of HR professionals report that their onboarding
program is effective at retaining new hires.
RETENTION
JOB
SATISFACTION
TIME TO
PROFICIENCY
“Invested Onboarders” are 2x as likely to report
reductions in new hires’ time to proficiency.
(Meyer & Bartels, 2017)
(HCI, 2018)
(HCI, 2018)
10. The Three Ps of Onboarding
• Informal social events
• Group onboarding
• Buddy/ambassador
assignment
• Senior leader exposure
• Team building
• Mentoring
• Meetings with stakeholders
• Job shadowing
• Training
• Check-ins with HR
• Customize onboarding to role
• Career goals discussion
• Coaching
• Expectations and feedback
• First-day agenda
• Company orientation
• Rules orientation
• Resources orientation
• Forms with electronic
signatures
People Performance Paperwork
11. Onboarding Case Study
• Employee mobile apps
• “Day One” Experience
• “Becoming Salesforce” event
• Employee mobile apps
• Evaluated new hire’s
performance
• Employee mobile apps
• New Hire email journey
People Performance Paperwork
Source: “Onboarding Reimagined”, HCI.org/lib/onboarding-reimagined
12. Onboarding Case Study
• Measure the cultural fit of
new hires
• First week new hire
onboarding survey
• 90-day survey
• 1-year survey
• Survey all key stakeholders
to improve onboarding
effectiveness
People Performance Paperwork
Source: “Understanding the Hiring & Onboarding Process at NCR”, HCI.org/lib/understanding-hiring-onboarding-process-ncr
13. Onboarding Case Study
• Regular check-ins individual
buddies
• Professional development
opportunities
• Materials are sent
electronically immediately
after job acceptance
People Performance Paperwork
Source: “Top 7 Employee Onboarding Programs,” Zip Schedules. https://zipschedules.com/5-companies-unique-onboarding-process-makes-successful.html
• Buddy playbook to guide
new hires
• Leader, Role, Culture
• The ‘bootcamp experience’
14. Inconsistent application across the organization
Over-tasked managers/no time
Challenges for Onboarding Programs
Source: “New Hire Momentum”, HCI.org/hr-research/new-hire-momentum-driving-onboarding-experience
57%
47%
38% Inability to evaluate effectiveness, measure ROI
36% Poor technology to manage onboarding
17. Consistency Onboarding programs are
customized after a
standardized experience
Consistent onboarding
program across the
organization
Onboarding programs vary
by department/function
Onboarding programs
exist only in some parts of
the organization
Onboarding programs are
only delivered to
employees in specific roles
No strategy or process
Internal hire, non-
managerial position
Internal hire,
managerial position
External hire, non-
managerial position
External hire,
managerial position
Source: “New Hire Momentum”,
HCI.org/hr-research/new-hire-
momentum-driving-onboarding-
experience
19. Source: “Onboarding Outcomes: Fulfill New Hire Expectations”, HCI.org/hr-research/onboarding-outcomes-fulfill-new-hire-expectations.
7%
9%
9%
24%
26%
26%
30%
30%
31%
39%
47%
Cost to onboard
Time to proficiency
Time to minimum productivity
New hire engagement
Quality of hire
High performer turnover rate
Cost per hire
Completion of onboarding tasks
Hiring manager satisfaction
New hire satisfaction with onboarding
1 year turnover rate
Evaluation 57%
23. Jenna Filipkowski, Ph.D.
Head of Research
Human Capital Institute
/in/jennafilipkowski
@aubreykwiete
Aubrey Wiete, M.A.
Senior Director, Learning & Enablement
Human Capital Institute
@jennan0elle
/in/aubreykrekeler
Editor's Notes
Jenna
This presentation is based on original research conducted at HCI in 2016 and 2017.
We use HCI’s standard research methodology to helps us uncover relevant, and important insights on current issues in human relations practices and talent management.
We evaluate the available research and engage thought leaders in conversations to understand select topics.
We then develop surveys and distribute it to our members to solicit their perspectives.
HCI research is produced and distributed to our members for free. You can find these reports on HCI.org or email us and will send them to you.
Jenna
So much focus has been on the experience of people at work especially candidates and employees. I think HCI along produces over 150 pieces of learning content on the experience in 2017. Why is that??
*CLICK*
How many of you are focusing on your candidate experience?
How many of you would rate your candidate experience as better than your competitors?
What are the costs of subpar experience?
Research has shown that consumers Less likely to purchase from an org if they were part of a negative hiring process.
In terms of the experiences focused on candidates organizations are focusing it to attract the best people to their companies in this candidate-driven job market. Consider all the emotional, physical, and cognitive needs to deliver an exceptional candidate experience.
*CLICk*Companies applying the same philosophy of creating memorable customer experiences to keep their own employees engaged and happy.
Jenna
What’s the connection between the candidate experience and employee experience?
Onboarding!
Think, for a moment, about your first day in a job. Remember the anticipation of embarking on a new step in your career. Consider the desire and ambition you felt,
Who greeted you at the door?
What kind of introductions were made?
Did you get a tour of the office or workspace?
Did you learn about the company’s products and services and business model?
Was your desk or office set up for you, with tools and technology in place?
How did you learn about and/or meet the other people within your team or function?
Did you spend your first day filling out benefit forms, tax forms and reviewing the handbook? Was the history of the organization, and it’s guiding mission and values shared with you?
What type of training was provided to help you learn the expectations of your new role?
Jenna
6- Minute s
What was hard about that?
How confident are you that this person will succeed?
Raise hand
Aubrey
An introduction to your organization – this happens in the recruitment stage
An introduction to your organization
Putting a new hire in a room with paperwork and shutting the door
The full responsibility of HR
A series of disorganized, inconsistent, and informal processes
Share our personal horror onboarding stories
Aubrey
An extension of the candidate experience
A way to connect TA and L&D functions
A year-long process of equipping new hires with the knowledge, skills, attitudes, and behaviors needed to function in a given organization
A program that focuses on people, performance, and then paperwork
A partnership among employee, manager, and HR
Is measured, evaluated, and refined
Aubrey
Onboarding is a way to retain and reduce the amount of time it takes for a person to be successful in the role. We know that 20% of new hires leave within the first 20 days from SHRM.
In past research we found that Invested Onboarders report better talent outcomes.
They are twice as likely to report reductions in all or most new hires’ time to proficiency, and 78% agree onboarding is a continuation of a positive candidate experience.
It’s about helping your new hires do their best work and having a good experience at work.
Jenna
For more organizations they are acting as if it doesn’t matter. 76% of HR practitioners in our study say onboarding has been underutilized. How do we better utilize onboarding? Let’s talk about that.
Jenna
If onboarding was more than an hour orientation and the location of the bathrooms. Based on this research and others, we boiled onboarding into three components. The three Ps.
What are employers doing for the three 3Ps in onboarding?
Jenna
First case study on salesforce, you can hear the full story on from the HCI webcast “onboarding reimagined”
Challenges
New Hires did not feel they had a good onboarding process
they weren’t getting their workspaces set up (equipment, access, etc.), 36% of managers were failing to request essentials in time
approval rating for first day: 3/5 stars
76% new hires rated as successfully onboarded at 90-day mark
Solution
What was the solution? What did they implement?
Employee Help Desk using their Service Cloud technology
one-stop shop of onboarding resources – checklists, further resources, search function
Employee Mobile Apps
community – crowd-sourced instant answers
concierge – ask questions, questions routed, get answers
org chart – see what people look like, call them, email them, look at profile
social sharing – browse articles, share to social networks, earn points toward prizes
New Hire email journey – steady flow of right info at right time from offer sign through Year 1
used analytics from help desk to formulate info New Hires needed
powered by Marketing Cloud – right message at right time
journey starts 7 days prior to new hire start date, through end of Year 1
Measurable – track open rates and clicks
90% open rate consistent through year 1
help desk traffic declined by 30% due to these emails
Day 1 Experience
engaging program to feel welcomed, breakfast served
Day 1 Remote webinars available
facilitators trained - “Day 1 in a Box” kit
immersed in culture – give leis, take photos, share in internal social media
Becoming Salesforce – immersive event for New Hires
build relationships, feel like part of the culture
modeled after Salesforce customer events
exec keynotes, volunteering, happy hour, interactive learning
learn about culture, chat with senior leaders, internalize corporate message
Aloha Ambassador Program - Network of Culture Champions volunteer to help successfully onboard new hires
Selected from Koa Club members and other passionate employees – these individuals have a proven track record of success and demonstrate a strong desire to onboard and instill our culture and values with our rapidly growing Ohana.
Outcome
Automate onboarding processes with technology. Technology should feature your culture, don’t make onboarding focus on your technology
Measure and evaluate your efforts
Utilize your culture’s best ambassadors to share information and make new hires feel welcome
What was the outcome? What were the results? What changed?
93% new hire positioning app filled out on time (up from 64%)
approval rating for first day: 4.8/5 stars (up from 3/5 stars)
85% rated as successfully onboarded at 90-day mark (up from 76%)
Aubrey
NCR is a global leader in consumer transaction technologies, and serves its clients in a variety of industries all over the world through ticket kiosks, ATMs, self-checkouts, and other consumer transaction devices. In addition to the sale of software and hardware products, NCR’s Service Contracts (i.e., contracts to provide maintenance and support for its products) are a large part of NCR’s revenue, and are important to the company’s continued growth and profitability.
Problem:
When business leaders at NCR asked HR to look into a disturbing uptick in attrition and decreased performance among its strategically important Customer Engineers (CEs), HR didn’t focus on just one aspect of this workforce population (e.g., onboarding/development processes or engagement survey data). Instead, the team collected data from processes across the CE talent lifecycle, identified the multiple factors that were contributing to the problem, and crafted a comprehensive set of solutions to solve it
What they did:
To better understand the root causes of the increases in CE attrition, NCR analyzed recent exit surveys and a variety of other data collected from CEs that left within a year of being hired. After performing this analysis, NCR discovered several possible attrition drivers:
Misaligned candidate sourcing.
NCR’s sourcing pools were producing overqualified candidates with bachelor’s and master’s degrees who were more likely to leave within the first year.
Manager effectiveness.
CEs were dissatisfied with on-the-job training and reported inconsistent recognition and feedback on their performance.
Poor work/life balance.
Lack of clarity on future career opportunities
NCR’s Onboarding Surveys Guide
These templates are based on surveys administered to new CE employees after their first week, their first 90 days and their first year of employment. These templates are a useful way to measure the consistency and effectiveness of onboarding programs, ensure managers provide frequent feedback and/or coaching, and track changes in employee engagement over time. Specific surveys included:
First Week Onboarding Survey
Administered to all new employees following their first week at NCR, this survey measures the engagement of new hires and the consistency of NCR’s onboarding process.
90-day Onboarding Survey
This survey is administered to NCR’s Customer Engineers after their first 90 days of employment to determine if new hires are getting the training, coaching and support they need from their managers, mentors, and NCR’s learning organization. The survey also measures respondents’ engagement levels and their opinions of the onboarding process as a whole
First Year Onboarding Survey
Once an employee has worked at NCR for a full year, they are asked to complete this final survey to rate their onboarding experience. NCR uses many of the same questions asked in the First Week and 90-Day surveys to measure how employees’ opinions and engagement levels have changed over time
NCR’s 90-day Productivity Assessment for Managers
NCR believes managers play a critical role in enabling new hires to become productive and successful as soon as possible. This template is based on the 90-day Productivity Assessment NCR sends to all hiring managers with new employees. In it, the manager is asked to rate the employee’s current productivity, knowledge of NCR, knowledge of the position, and overall cultural fit within the company and team. Surveying hiring managers in this way enables organizations to track and improve onboarding effectiveness and overall quality of hire
Survey all key stakeholders to improve onboarding effectiveness. While surveying new hires is crucial to improving the consistency and quality of their onboarding experience, hiring managers can offer valuable insight into the effectiveness of these programs as well. In particular, managers are well-positioned to provide a groundlevel view of how quickly new employees can become productive in their roles.
Measure the cultural fit of new hires. At many organizations, assessing a candidate’s “fit” or alignment with company culture is an important part of the hiring process because it is seen as a predictor of future engagement, retention and performance. Defining which elements characterize your organization’s culture and surveying managers on how new hires fit within it enables organizations to continuously improve quality of hire, increase employee engagement, and drive overall performance.
Ensure all new employees receive a consistent, high quality onboarding experience. Simply having a standard onboarding process in place is no guarantee that new hires are consistently receiving the training and support they need to be effective in their roles. New hire surveys are an effective tool to help measure and improve the consistency and quality of onboarding programs, while also giving new hires an opportunity to share their thoughts and experiences.
Ask new hires to rate their engagement levels and the company as a whole. In addition to measuring employees’ experience with formal onboarding processes, new hire surveys are an excellent opportunity for an organization to track engagement and understand how well its people, culture and work environment reflect the values it espouses.
Survey new hires throughout the first year. While most formal training and orientation processes occur during the first weeks of employment, it is important to understand how those programs affect employees’ long term engagement. Administering new hire surveys across the first year of employment enables organizations to get a multifaceted perspective on how employee attitudes about key organizational topics (e.g., engagement, onboarding processes, training programs, managers, colleagues, etc.) change over time and are influenced by the training and support they receive.
Results
NCR achieved pronounced improvements in CE attrition rates, established a clearer understanding and articulation of role requirements, and increased the frequency and value of manager interaction. NCR continues to use workforce analytics to deepen its understanding of the issues that may potentially impact key business metrics and try new and innovative solutions.1st year attrition decreased by 9% and reductions in direct (recruiting and training) and indirect costs (productivity and customer service disruptions)
Aubrey
Aubrey
In our research, we looked at the most common challenges for onboarding. Here are the percentage of respondents who agree.
Do these resonate with you?
Aubrey
When we looked for solutions to these challenges Four themes emerged…
Capacity
Managers lack time and/or bandwidth to support or implement onboarding efforts.
Consistency
It is challenging to set up a standard, consistent foundation for all employees and then incorporate role specific personalization.
Evaluation
When onboarding is not consistently delivered or measured, it’s difficult to maintain accountability for successful delivery and new hire experiences.
Resources
Organizations frequently do not have or use technology solutions that could improve onboarding accountability, ensure consistency, and reduce the administrative burden on managers and co-workers.
Rest of our time spent walking through solutions for these top 4 challenges.
Jenna
Number one challenge is over-burdened managers. We just don’t want to give them another thing to do.
One way to get things off their plate is to move it to the pate of the new hire.
Empower new hires with
Make it easy with automation and access to information, time consuming paperwork
Learning opportunities as part of onboarding/new role, not extra
Also involve more stakeholders. Cross-functional teams
Three primary groups are very effective in driving the organization’s goals for onboarding: Human Resources, Learning and Development, and specialized onboarding teams. And yet, more than half (53%) of organizations don’t have a specialized onboarding team. This is rare.
Technologies would be useful to manage the tasks and provide updates for the all people and functions involved.
Jenna
Best practice is standardized onboarding with foundational information
We commonly see that it varies by function from our research but we would like to see it standardized then customized
Specialized roles and functions often have unique micro-cultures and expectations, but all fall under the encompassing makeup of the broader organization. Onboarding programs must successfully navigate these layers.
The most effective onboarding programs recognize that certain roles and functions, such as leadership positions or highly technical departments, warrant supplemental information and/or training.
As an add-on to standardized onboarding content, ancillary customization can offer specific individuals extra support and further decrease time to productivity.
A common failure of onboarding programs is neglecting internal or transitioning hires, AKA transboarding.
In fact, organizations are more than twice as likely to offer consistent, standardized onboarding for their external hires than for internal ones.
As organizations seek to retain top talent and provide opportunities for cross functional and upward mobility, it is important to consider the adjustments existing employees must make as they move into a new role.
Jenna
When does onboarding end? Matter of opinion. It depends
Longer onboarding programs are associated with stronger talent and business
(53%) of organizations have implemented onboarding programs that last between 30 and 90 days.
Begin onboarding at offer acceptance – don’t let weeks elapse want to build upon the excitement of the recruitment phase
At a certain time it stops being onboarding and becomes the experience. Especially if it is very integrated with your talent strategy.
Jenna
Lack of measurement of recruitment and onboarding effectiveness is a top challenge.
When designing an onboarding metric these are some thing to keep in mind
Most survey respondents are able to measure some process outputs (time to fill) rather than important outcomes (time to proficiency and minimum productivity).
33% agree reducing time to proficiency is an onboarding goal but only 7% measure it. Ways to capture it are:
New hire’s knowledge of methodologies and processes
Clarity on the organizational structure and “who’s who”
Current project duration from assignment to completion
Frequency of project delays and/or advances, etc.
Another way to evaluate is to Check-in with your new hires. Are they okay? Continuously revaluate.
Aubrey
36% of companies have insufficient technology to automate or organize the process
30% of companies intend to increase their onboarding budget in 2018, 64% are keeping it the same. This is up from 2017
Most plan to invest in program consistency and software solutions
Aubrey
Discover what parts of the onboarding process warrant the most investment and what should be customized to the role.
Segments:
Re-boarding, internal employees
Remote employees and/or international
Leaders
Entry-level cohorts
Individual contributors
If you are not in charge of onboarding design a program for your current role