The document discusses the importance of a formal onboarding program, highlighting its role in accelerating new hires' productivity and integrating them into the organization's culture. Key benefits of effective onboarding include improved employee retention, engagement, and job satisfaction, along with reduced time to productivity. The text outlines five best practices for onboarding: planning, integrating company culture, outlining expectations, utilizing technology, and involving managers.

2. ?
Do you have a formal
onboarding program in
your organization?

3. ?
How would you
describe your new hire
training?

4. 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.

6. What is onboarding?
strategic vs. tactical…

7. 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

8. 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.

9. 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

10. 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%

11. 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.

12. 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

13. 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

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

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

17. 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

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

19. 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.

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

21. 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

22. 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

23. 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

24. 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

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

26. 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

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

28. 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.

29. 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

30. 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

31. 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

32. Wednesday, Jan. 27th
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Wednesday, Feb. 3rd
1 p.m. Central, 2 p.m. Eastern
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33. Presenter:
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
.
Host:
Jessica Petry
Sr. Marketing Specialist
jpetry@bizlibrary.com
@JessLPetry