Executive Employment Trends Report Q3 2016BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
Why does employee engagement matter? What really drives engagement? And what makes people stay at your company? Discover the key drivers of engagement, enablement and retention and learn how to use them to empower your employees.
Executive Employment Trends Report Q3 2016BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
Why does employee engagement matter? What really drives engagement? And what makes people stay at your company? Discover the key drivers of engagement, enablement and retention and learn how to use them to empower your employees.
Finding it hard to track the performance of employees? Install UpRaise for Employee Succes Jira OKR plugin With OKR Goals, Continuous Feedback & Performance Reviews. Know More: https://upraise.io/agile-performance-management-add-jira/
9 out of 10 L&D professionals now believe it is important to integrate learning and work more effectively and 2013 will be a pivotal year for change for the profession. We can no longer ignore the fact that organisations and individuals are expected to respond continually to change and learning professionals now have a unique opportunity to support them. This presentation, delivered by Laura Overton , Managing director of independent benchmarking company at Learning Technologies 2013 looked at the latest research from Towards Maturity with 500 organisations to explore what we can learning from top learning companies who are successfully integrating learning into the workplace .
The session considered practical ways to
• Respond faster to business change
• Increase the on-going sharing of good practice
• Improve the application of learning back at work
• Build talent and performance
• Adapt learning to individual need
You can find lauraoverton on linked in
Find out more about Towards Maturity at www.towardsmaturity.org
Download the 2012-13 Towards Maturity Benchmark Study at www.towadsmaturity.org/2012benchmark
Ever since tech-enabled learning offered a viable alternative to the classroom, we've been extolling the virtues of any-time any-place learning. But has learning innovation kept pace with the new models of any-time any-place working available to today’s worker?
Drawing on research conducted with over 3,000 L&D leaders and 13,000 learners around the globe, this slideshow will explore what the mobile enterprise is looking for from a modernised L&D programme, and how the top learning companies are actually delivering it.
This Learning Assessments contains Roadmap with
• 12 New HR Trends and predictions for 2022 you should plan
• Use Online Assessment tools to create a greater impact on L&D 2022
• Creating an assessments toolkit for data driven L&D in 2022
• How will AI/ML Define the Future of Recruitment in Tech?
• A Successful Plan for Your Next Campus Recruiting Strategy
• How to Conduct Coding Interviews – Cheat Sheet
For more Information visit on https://yaksha.com/?utm_source=Referral&utm_medium=SEO+Submission&utm_campaign=Doc
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
So are our staff reluctant learners? Or are they just reluctant to engage with the solutions that L&D teams provide? In this presentation, Laura Overton, MD of the benchmarking organisation Towards Maturity, explores perspectives from 500 L&D professionals and over 2,000 learners to uncover insights that will really make a difference to learner engagement in your business. Data was taken from the New Learning Agenda www.towardsmaturity.org/2013benchmark and the Towards Maturity Learning Landscape www.towardsmaturity.org/learner .This presentation was first delivered at the UK Learning Technology Conference 2014.
Presentation by Smart ERP Solutions covering automating employee onboarding in PeopleSoft HCM, orchestrating all of the steps/activities new-hires need to follow to become a new employee--with no paper.
Executive Employment Trends Report Q4 2016BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
Catch Me If You Can: Flexible working and its impact on recruitment and reten...Regus
Not so long ago, flexible working was the province of senior managers who lived a long way from headquarters, and salespeople. Now, in the minds of many, it is an essential part of any attractive job. It has become a major differentiator when choosing between new job possibilities; and it is a key factor in keeping people engaged and satisfied in their current organization.
Finding it hard to track the performance of employees? Install UpRaise for Employee Succes Jira OKR plugin With OKR Goals, Continuous Feedback & Performance Reviews. Know More: https://upraise.io/agile-performance-management-add-jira/
9 out of 10 L&D professionals now believe it is important to integrate learning and work more effectively and 2013 will be a pivotal year for change for the profession. We can no longer ignore the fact that organisations and individuals are expected to respond continually to change and learning professionals now have a unique opportunity to support them. This presentation, delivered by Laura Overton , Managing director of independent benchmarking company at Learning Technologies 2013 looked at the latest research from Towards Maturity with 500 organisations to explore what we can learning from top learning companies who are successfully integrating learning into the workplace .
The session considered practical ways to
• Respond faster to business change
• Increase the on-going sharing of good practice
• Improve the application of learning back at work
• Build talent and performance
• Adapt learning to individual need
You can find lauraoverton on linked in
Find out more about Towards Maturity at www.towardsmaturity.org
Download the 2012-13 Towards Maturity Benchmark Study at www.towadsmaturity.org/2012benchmark
Ever since tech-enabled learning offered a viable alternative to the classroom, we've been extolling the virtues of any-time any-place learning. But has learning innovation kept pace with the new models of any-time any-place working available to today’s worker?
Drawing on research conducted with over 3,000 L&D leaders and 13,000 learners around the globe, this slideshow will explore what the mobile enterprise is looking for from a modernised L&D programme, and how the top learning companies are actually delivering it.
This Learning Assessments contains Roadmap with
• 12 New HR Trends and predictions for 2022 you should plan
• Use Online Assessment tools to create a greater impact on L&D 2022
• Creating an assessments toolkit for data driven L&D in 2022
• How will AI/ML Define the Future of Recruitment in Tech?
• A Successful Plan for Your Next Campus Recruiting Strategy
• How to Conduct Coding Interviews – Cheat Sheet
For more Information visit on https://yaksha.com/?utm_source=Referral&utm_medium=SEO+Submission&utm_campaign=Doc
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
U-Spring: 2016 Corporate University Global Survey ResultsBPI group
Results of BPI group's 2016 global survey on corporate universities and new methods of organizational learning. Join us in reimagining the corporate university!
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
In today’s dynamic business world, it is imperative to be able to react proactively to changes in the macro and micro environments with a strategy for all of your business’s investments, including their most important and largest asset, their employees. In their workforce planning efforts, C-suite leaders have to plan for critical roles and competencies that address the demand for candidates and ensure it aligns with the company’s business strategy.
Join us for the webinar, Strategic Workforce Planning: Where HR and Finance Meet, to learn how Oracle’s Strategic Workforce Planning Cloud Service (SWPCS) can help today’s HR leaders align future human capital needs with future strategic decisions of the C-suite. SWPCS provides the ability to visualize scenarios with an infinite amount of options to help determine the best approach to both tactical and strategic decisions. Learn how your organization can benefit from resource efficiency, global strategy alignment and cross-departmental collaboration through SWPCS.
What Attendees Will Learn:
The steps and best practices on how to execute Strategic Workforce Planning in your organization.
How human resources can collaborate with finance departments to align future human capital needs with future strategic decisions of the business.
How to use the tool to identify current skill gaps and forecast future workforce needs.
Examples of what-if scenarios with data and input from the HR and Finance management systems that can help prepare for the unexpected and establish action plans.
This event is co-hosted by Baker Tilly and Oracle. By clicking the ‘Register’ button, Baker Tilly and Oracle will have access to your personal information, and all may communicate with you regarding this event and their other products and services. Each party will be responsible for managing their own use of your personal information. We recommend you review the privacy policies of Baker Tilly and Oracle to address any questions you have regarding their handling of your personal information.
So are our staff reluctant learners? Or are they just reluctant to engage with the solutions that L&D teams provide? In this presentation, Laura Overton, MD of the benchmarking organisation Towards Maturity, explores perspectives from 500 L&D professionals and over 2,000 learners to uncover insights that will really make a difference to learner engagement in your business. Data was taken from the New Learning Agenda www.towardsmaturity.org/2013benchmark and the Towards Maturity Learning Landscape www.towardsmaturity.org/learner .This presentation was first delivered at the UK Learning Technology Conference 2014.
Presentation by Smart ERP Solutions covering automating employee onboarding in PeopleSoft HCM, orchestrating all of the steps/activities new-hires need to follow to become a new employee--with no paper.
Executive Employment Trends Report Q4 2016BPI group
What is the current average length of an executive job search? How does an executive’s base salary level or education impact the length of the job search?
BPI group has established this Executive Employment Trends Report to offer greater visibility into the current executive job market. We are committed to quality and results in our career transition programs, and believe that keeping a careful eye on trends in the market is an important way to ensure we are meeting the needs of our executive transition clients.
This Executive Employment Trends Report includes analysis of the average length of the executive job search, as well as how the job search is impacted by an executive's base salary level, age, and education level.
Catch Me If You Can: Flexible working and its impact on recruitment and reten...Regus
Not so long ago, flexible working was the province of senior managers who lived a long way from headquarters, and salespeople. Now, in the minds of many, it is an essential part of any attractive job. It has become a major differentiator when choosing between new job possibilities; and it is a key factor in keeping people engaged and satisfied in their current organization.
Eoin Woods, CTO at Endava, provides insights into what we mean by agility and explores why successful Agile Transformation initiatives go beyond the development teams, in a whitepaper that discusses the six aspects of an organisation that need to evolve to achieve true agility.
Creating Engagement in a Diverse Workforce - Technology tools to help you eng...HeyEmbedMe
According to the Global Human Capital Trends 2016 report, “employee engage-
ment is a headline issue throughout business and HR.” Fully 85 percent of survey
respondents ranked engagement as a top priority, yet only 46 percent reported that they
were prepared to address engagement challenges.1
One of the drivers behind the focus on engagement — which not only concerns HR,
but also has wider implications for the overall performance of an organization — is
the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby
Boomers — working in a complex mix of full-time, part-time, contingent, temporary,
and contract roles — the 21st-century workforce is more diverse than ever, challenging
organizations to build and support a corporate culture that fosters employee engage-
ment. When you pair this diverse workforce with the growing competition to attract and
retain top talent, it’s easy to see why culture and work environment have become key
drivers of employment brand. No matter the age, status, or position of your employees,
how can your organization effectively engage and inspire today’s diverse workforce?
Onboarding is the process of bringing new hires into our company—what Wikipedia calls “organizational socialization.”
When onboarding is well-executed, the new hire feels welcomed and integrated. Expectations are clearly communicated, mentors and training opportunities are provided, and feedback is offered to support growth and correction.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
Strategic Onboarding is an approach to Talent Onboarding that addresses the long-term needs of
the employee while also addressing the business needs of the organization. It creates a win-win
situation, providing value to both the business and the employee.
Presented by
Raphael Crawford-Marks
Co-Founder and CEO, Bonusly
Bart Macdonald
Presented by
Bart Macdonald
Founder and CEO, Sapling
Are you ready to transform employee engagement from one of your organization's greatest challenges into one of it's greatest assets?
Join Bonusly's Raphael Crawford-Marks and Sapling's Bart Macdonald for an interactive discussion on how a combination of thoughtful strategy, and purpose-built technologies can imporve employee engagement in your organization.
In this webinar, you'll learn:
Why every organization needs a functional employee engagement strategy
Unique engagement drivers for modern employees
How strategic onboarding can fortify the foundation of your engagement strategy
How to foster a recognition-rich organizational culture
How purpose-built technologies can simplify and magnify your efforts
Special thanks to our partners: Bonusly
Strategies for the Future of Employee EngagementSapling
Presented by
Raphael Crawford-Marks
Co-Founder and CEO, Bonusly
Bart Macdonald
Presented by
Bart Macdonald
Founder and CEO, Sapling
Are you ready to transform employee engagement from one of your organization's greatest challenges into one of it's greatest assets?
Join Bonusly's Raphael Crawford-Marks and Sapling's Bart Macdonald for an interactive discussion on how a combination of thoughtful strategy, and purpose-built technologies can imporve employee engagement in your organization.
In this webinar, you'll learn:
Why every organization needs a functional employee engagement strategy
Unique engagement drivers for modern employees
How strategic onboarding can fortify the foundation of your engagement strategy
How to foster a recognition-rich organizational culture
How purpose-built technologies can simplify and magnify your efforts
Special thanks to our partners: Bonusly
1. 28 Employment Today FEBRUARY 2017
A
n employee’s first few days are critically important—
not only because the organisation needs to get
their new hire up to speed, but also because the
initial days of a new job hold huge influence over
an employee’s long-term decision to stay. It doesn’t stop there,
however. Research shows it takes six months to earn a new
employee’s loyalty. It’s no wonder the Boston Consulting Group
found onboarding to have the second-highest business impact of
22 HR practices.
Over the past year, voluntary staff turnover has increased in
23 percent of New Zealand organisations, according to Hays.
Set for successSavvy organisations don’t stop
onboarding after the first week,
or even the first three months.
It takes six months to earn a
new employee’s loyalty, says
Winny Tang. Are you ready?
2. FEBRUARY 2017 Employment Today 29
ONBOARDING
month of employment, while a quarter
take onboarding beyond the first three
months.
Onboarding has become a more holistic
process, moving beyond compliance
paperwork to encompass instilling
mission values and workplace culture.
ONBOARDING TOP TIPS
1. Managers step aside—try buddies. Being paired with an established employee provides resources for
information on office procedures, culture quirks, or even the best places to grab lunch. It can make
the first few months of a job much easier.
2. Don’t fear social networks, use them. Social networks within the company intranet allow employees
a way to ask questions, share knowledge, have their voices heard and develop connections.
3. Try an old-fashioned conversation (no surveys).
4. Let employees teach employees. If the budget is tight, organising ‘lunch and learns’ provides the
opportunity for employees to share tips, skills and knowledge.
5. Get executives on the front lines.
6. Ask “How can we change it up?” Infusing outside interests through brainstorming innovative ideas
can break up work monotomy, build team trust, and bring new ideas to the table.
7. Let employees toot the company horn.
8. Show some love in the form of sincere acknowledgement.
9. Use technology before day one (think Millennials). Millennials expect self-service information
and 24/7 access, so incorporating technology into onboarding and more is essential to retaining
this generation.
The annual New Zealand Staff Turnover
survey released in March 2016 also found
that the national average turnover for 2015
was 18.4 percent, the highest rate since
2008 and an 11 percent increase on the
previous year.
To address these turnover issues,
onboarding must form a crucial part of an
organisation’s retention strategy for two
key reasons:
1. Turnover is expensive—astronomically
so. The cost of replacing an entry-
level employee is 30-50 percent of the
person’s annual salary. For mid and
senior level employees, it can reach 150-
400 percent respectively. Don’t forget
that with every departure, morale and
productivity may suffer too!
2. New hires decide whether to stay
or go fast. A study by analyst firm
Aberdeen found that 86 percent of
respondents felt that a new hires
decision to stay with an organisation
long term is made within the first six
months of employment.
To engage new employees, today’s
onboarding must go beyond a one-day
HR orientation, signing paperwork, and
reading a company brochure.
So how do organisations define on-
boarding? How does it fit into their overall
strategy? Who is involved in the process?
And how does technology enhance on-
boarding outcomes?
SilkRoad’s 2016 CLO Innovations in
Onboarding Survey, aimed to answer
these pressing questions. The survey
examined best practices in onboarding and
delved into the success stories of various
organisations to gleam top tips. A total of
389 respondents participated in the survey
across numerous organisations, large
and small.
KEY FINDINGS
Onboarding has become a longer process,
expanding beyond new hires and lasting
beyond the first few days.
Survey results revealed that only
12 percent of organisations say their
onboarding process lasts a single day.
Nearly half of the organisations surveyed
onboarded new hires beyond their first
MAKE THAT BUSINESS CASE TODAY!
1. Use business jargon: Instead of only pointing to HR issues (turnover, cost-per-hire, employee
engagement, etc), attempt to make the case for onboarding software by also talking about
organisational issues such as customer loyalty, sales and fewer errors.
2. Gather data on time-to-full proficiency: A positive experience for new employees is nice, but the
typical CFO cares more about time-to-full-proficiency. So, structure your argument with data and
request the CFO to put a dollar value on those outcomes. The CFO’s analysis should also demonstrate
a solid ROI for onboarding software.
3. Suggest a small pilot: Discover a way to run a small, short-term pilot so managers can view the
software in action. Once managers can ‘see and touch it,’ they will be more supportive of an enterprise
wide roll out.
4. Track retention in high volume jobs: It is easy to get good data on retention for high-volume positions
(eg, retail clerks, hospitality workers, entry level health care jobs). Compare retention between a sample
of employees who went through an HR onboarding programme and a sample that did not. Even small
improvements in retention can easily justify the cost of employee onboarding software.
3. 30 Employment Today FEBRUARY 2017
Due to the trend of extending
onboarding programmes, the definition
of onboarding and the scope of
onboarding strategy has broadened. It
now includes goals, such as increased
retention or improved company culture,
and encompasses transitional employees
moving within the organisation. This
expansion in the definition and scope of
onboarding then requires the incorporation
of new processes and practices into
existing onboarding processes.
Senior executives and L&D team
members are frequent onboarding
collaborators.
The onboarding process often begins
with the human resources department. For
53.1 percent of organisations surveyed,
onboarding is still very much a centralised
process. Only 28.3 percent of organisations
decentralised their processes by business
unit, with 25.1 percent by geographic
region and 13.5 percent by employee
career level.
Managers—who own the onboarding
process at 15.6 percent of organisations—
also are often brought in to set learning
goals for the new hire. The results showed
that 56.6 percent of organisations have
learning goals that are mutually agreed
upon by the manager and the new hire,
with 42.7 percent having only managers
setting learning goals.
The L&D team also has a hand in
setting goals for new hires (51.5 percent of
organisations).
Senior executives also have a part to
play when it comes to onboarding. Execu-
tive commitment and leadership visibility
go a long way to making new hires feel
valued, whether that’s through a welcome
breakfast, providing a business strategy
overview or other direct interaction.
By standing both in front of and
behind the onboarding curtain, leaders
can set strategy, work with new hires and
managers to achieve onboarding goals,
and demonstrate commitment to the new
hires future.
Onboarding practices are becoming more
engaging and technology is being used
more than ever.
With compliance being the large part
of any first day, the average organisation
spends 3.8 hours per employee on
required paperwork. To reduce this
time, technology plays a large part in the
onboarding process for many organisations.
Increasingly, paperwork is being front-
loaded into an online portal to hasten the
organisation’s preboarding activities.
These online portals also have the
ability of connecting new hires with their
new team members and learning portals.
Onboarding technologies also provide new
hires with access to traditional classroom-
based learning in many different places,
and often on-demand.
While traditional classroom-based
instructor-led training (ILT) is still being
used by the majority of organisations,
newer learning techniques are also
gaining popularity. Nearly two-thrirds
(61.8 percent) of respondent organisations
reported using self-paced e-learning and
45.5 percent are relying on other means
such as videos, mobile devices and
gamification.
The top technologies currently being
used in onboarding are video, online
learning/webinars, and online onboarding
portals. Despite being used less often,
30 percent of organisations also use
discussion forums and social networking,
while 13 percent use online conferencing
software.
By using a variety of learning methods
and technologies, organisations will be
well positioned to reap positive outcomes
from their onboarding efforts.
ORGANISATION DATA
Onboard Offboard Transfer
Number of employees in the organisation 1000 10% 4% 3%
Employees processed per year 100 40 30
ANNUAL ORGANISATION SAVINGS
EMPLOYEE MATERIALS: FORMS & DOCUMENTS
Materials: production and processing $10.00 $10.00 $10.00
Materials: shipping and handling $20.00 $20.00 $20.00
Total forms/documents cost savings $30.00 $30.00 $30.00
TASK MANAGEMENT TIME
Tracking logistics with other department (hours) 6.00 6.00 6.00
Collection of forms/documents from employee (hours) 3.00 3.00 3.00
Processing (hours) 2.00 2.00 2.00
Total time saved per employee processes 11.00 11.00 11.00
Average full-time employee (FTE) w/benefits $28.00 $28.00 $28.00
Total FTE w/ benefits savings per employee processed $308.00 $308.00 $308.00
(Note: FTE rate $28/hr = ($43K/yr + $15K benefits) is the
national avg of all the employees involved in this process.
EMPLOYEE PRODUCTIVITY: LABOUR
Accelerated time to productivity (hours) 24.00 24.00
Full-time employee w/ benefits hourly wage $28.00 $28.00
Total cost savings per employee $672.00 $672.00
Total savings per employee $982.00 $310.00 $972.00
Total annual organisation savings $98,200.00 $12,400.00 $29,160.00
4. FEBRUARY 2017 Employment Today 31
ONBOARDING
Successful onboarding outcomes include
increasing engagement, improving culture
and reducing time to productivity.
Organisations can achieve these
outcomes by involving employees in
the onboarding process, and using a
variety of learning and delivery methods.
Assessing onboarding’s effectiveness
through predefined metrics is essential for
determining how successful onboarding
efforts are at improving culture,
engagement, and retention.
Quarterly and annual review
processes are still the most widely used
measurement tools for new hire learning
goals at 65.4 percent. These review
processes allow organisations to track
progress toward learning goals.
In addition to assessing new hire
progress, it’s also important to measure
return-on-investment. The table on page
30 captures sample costs and savings
associated with onboarding automation
through one year.
Successful onboarding goes beyond
filling out required paperwork by
introducing employees to the workplace
and providing the tools they need to
succeed at the organisation. By exposing
new hires to the company culture
from day one, employees will be better
positioned to succeed within their roles.
Savvy organisations don’t stop
onboarding after the first week or even
the first three months. Many organisations
recognise the need for onboarding with
any transitions, including new roles,
relocations and other changes. Onboarding
sets up employees for success throughout
their company career.
WINNY TANG is digital marketing consultant
APAC with SilkRoad. For more information
please contact: Paulette Norman, regional
sales manager, New Zealand.
Email: Paulette.norman@silkroad.com
WHAT WILL HR
LOOK LIKE IN 2025?
Download the White Paper at Silkroad.com/Talent2025
(http://hr1.silkroad.com/apac-ETmag-talent-in-2025)
or call: +64 9 913 6872
The Gig Economy, Activating Talent and Strategic HR — SilkRoad
provides the tools to transform your talent management.