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Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15

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Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15

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With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?

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With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?

www.bizlibrary.com

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Onboard, Not Overboard. Accelerating New Hire Training | Webinar 03.19.15

  1. 1. ? DO YOU HAVE AN ONBOARDING PROGRAM IN YOUR ORGANIZATION?
  2. 2. ? HOW WOULD YOU DESCRIBE YOUR NEW HIRE TRAINING?
  3. 3. WHAT WE HOPE YOU’LL LEARN Best practices you can apply to accelerate the new hire training process. How you can measure the impact of your new hire onboarding.
  4. 4. WHAT IS ONBOARDING? STRATEGIC VS. TACTICAL
  5. 5. Onboarding, also known as ORGANIZATIONAL SOCIALIZATION, refers to the mechanism through which new employees acquire the necessary KNOWLEDGE, SKILLS, and BEHAVIORS to become effective organizational members and insiders. SOURCE: Bauer, T.N. and Erdogan, B. APA Handbook Of Industrial And Organizational Psychology
  6. 6. BENEFITS OF A STRONG ONBOARDING PROGRAM Become familiar and comfortable with their job roles. Improve employee retention. Learn about company culture and job-related resources. Reduce the amount of time to productivity. Start to build relationships and networks. Increase visibility of new hires. EMPLOYEE COMPANY Strategic Onboarding. Bersin by Deloitte.
  7. 7. Align expectations of jobs and careers. Improve internal communications. Feel engaged and valued. Improve customer satisfaction. Receive immediate feedback. Improve company brand. EMPLOYEE COMPANY Strategic Onboarding. Bersin by Deloitte. BENEFITS OF A STRONG ONBOARDING PROGRAM
  8. 8. 52% 44% EMPLOYEE ENGAGEMENT DROPS BY 8% AFTER THE FIRST 6 MONTHS OF EMPLOYMENT. SOURCE: Gallup, State of the American Workplace 2013 RETENTION RATES BY TIME TO PRODUCTIVITY BY CUSTOMER SATISFACTION BY According to an Aberdeen Benchmark Report, EFFECTIVE ONBOARDING improves… 52% 53% 60%
  9. 9. Strategic Onboarding. Bersin by Deloitte. 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 1/3 managers fail at their new job/role. 50% of the workforce want to change jobs every 3-5 years.
  10. 10. PLANNING AHEAD INTEGRATING COMPANY GOALS AND CULTURE OUTLINING EXPECTATIONS, GOALS AND SUCCESS CRITERIA UTILIZING TECHNOLOGY AND ONLINE TRAINING INVOLVING MANAGERS 5 BEST PRACTICES FOR EMPLOYEE ONBOARDING
  11. 11. PLANNING AHEAD Understand future needs and potential gaps Behavior-based interviewing Character and culture fit
  12. 12. COMPANY GOALS AND CULTURE Mission, strategy, and goals What is the employee’s impact? Information flow and learning
  13. 13. BUILDING A SOCIAL NETWORK OF MANAGERS WHO FAIL TO ONBOARD SUCCESSFULLY CITE FAILURE TO ESTABLISH EFFECTIVE WORKING RELATIONSHIPS AS A PRIMARY REASON. 60% Make connections inside and outside the workplace Introduce to key people Enterprise social networks SOURCE: SHRM, Onboarding New Employees: Maximizing Success
  14. 14. EXPECTATIONS AND GOALS Learning preferences Management style Feedback and coaching Performance measurements
  15. 15. PURPOSE AND CONTEXT DRIVE: Mastery, Autonomy, and Purpose Connect their jobs to the bigger picture Communicate the organization’s strategic plan
  16. 16. Learning resources and content Resource delivery LMS and mobile Off-the-shelf and custom video TECHNOLOGY AND TRAINING
  17. 17. MENTORING AND COACHING Knowledge, support and resources Career guidance and feedback Cross functional
  18. 18. COMPETENCY LEVELS CORE COMPETENCIES Industry and culture JOB FAMILY COMPETENCIES Business discipline ONBOARDING AND NEW HIRE TRAINING JOB ROLE COMPETENCIES Level of mastery required
  19. 19. WELCOME AND INTRODUCTION New Hire Learning Plan Training Room Login Instructions Overview from President Your Computer Overview MT Employee Handbook TLO Associates How-to-Guide MT Company Review - Welcome
  20. 20. PCI AND COMPANY POLICY New Hire Learning Plan PCI Compliance PCI Quiz Employee Awareness Series: Sexual Harassment Ethics for Everyone Undeliverable: Email Etiquette for Today’s Workplace WORKPLACE POLICY
  21. 21. MICROSOFT OFFICE ESSENTIALS New Hire Learning Plan How to Use Outlook 2013 MS Office 2013 Excel: Tips, Tricks and Shortcuts Part1 MS Office 2013 Excel: Tips, Tricks and Shortcuts Part2 MT Community – a How-to-Guide CONTINUE WITH CORE AND JOB ROLE COMPETENCIES
  22. 22. THE MANAGER’S ROLE Performance expectations Regular feedback Employee engagement
  23. 23. MEASURING THE IMPACT PRODUCTIVITY TIME TO PRODUCTIVITY RETENTION EMPLOYEE AND CUSTOMER SATISFACTION EMPLOYEE REFERRALS INNOVATION SAFETY AND COMPLIANCE
  24. 24. IMPACT DIRECT OR INDIRECT METRICS Productivity Direct Quantitative measure of job duty or objective: • Sales • Customer complaints • Production units • Reporting errors Organizational measures, such as incremental revenue or reduction of costs. Counter productivity: number of calls to the IT help desk Before and after performance ratings and evaluations. Time to Productivity Direct A measure of productivity but about how long instead of how much. Time to first sale or successful completion of other job- specific task. Time to full productivity as compared to “veteran” employee. Creative Onboarding Programs: Tools for Energizing Your Orientation Program. Doris Sims 2011.
  25. 25. IMPACT DIRECT OR INDIRECT METRICS Retention Direct The high cost of repeating hiring is well documented. Very easy to measure and huge impact. Turnover within first year Satisfaction Indirect Similar to “buyer’s remorse” and contributes indirectly to several other categories. Employee satisfaction Before and after “New Employee” survey . Employee Referrals Direct Like retention, can have a huge impact and is easy to measure. Number of employee referrals from first-year employees Innovation Indirect Indirect in that it can impact productivity and cost- savings. Number of suggestions Number of improved processes Manager and leadership feedback
  26. 26. IMPACT DIRECT OR INDIRECT METRICS Culture Indirect Some would call it assimilation; it often affects counter productivity. Examples: • Number of manager interventions • Number of HR interventions • Manager and leadership feedback Safety Direct Can relate directly to bottom-line costs and is a very big concern. • Insurance expenses • Medical expenses • Safety fines • Number of accidents . Compliance Direct Can relate directly to bottom-line costs and is a very big concern. • Number of HR infractions • Legal expenses Loyalty Indirect Encompasses elements of retention, satisfaction, and culture. Before and after “New Employee” survey. Creative Onboarding Programs: Tools for Energizing Your Orientation Program. Doris Sims 2011.
  27. 27. 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.
  28. 28. ACCELERATING ONBOARDING WITH ONLINE TRAINING COURSE TITLE: Cutting Edge Success at Work: Build Employability Skills DURATION: 11 min. COURSE TITLE: Creating Great Business Video: The New Learner DURATION: 6 min.
  29. 29. COURSE TITLE: Microsoft Outlook 2010: Organizing Tasks DURATION: 2 min. COURSE TITLE: Microsoft 2013: Outlook 2013 Overview DURATION: 5 min. ACCELERATING ONBOARDING WITH ONLINE TRAINING
  30. 30. THOUSANDS OF COURSES . UNLIMITED ACCESS FREE 30-day Trial. no risk, no obligation
  31. 31. Jessica Petry Sr. Marketing Specialist jpetry@bizlibrary.com @JessLPetry @BizLibrary Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl #BIZWEBINAR

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