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

transcript

?DO YOU HAVE AN ONBOARDING PROGRAM IN YOUR ORGANIZATION?

? HOW WOULD YOU DESCRIBE YOUR NEW HIRE TRAINING?

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.

WHAT IS ONBOARDING?

STRATEGIC VS. TACTICAL

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

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.

Align expectations of jobs and

careers.

Improve internal

communications.

Feel engaged and valued.Improve customer

satisfaction.

Receive immediate feedback. Improve company brand.

EMPLOYEE COMPANY

BENEFITS OF A STRONG ONBOARDING PROGRAM

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…

18 MONTHS

THE MOST VULNERABLE TIME FOR A NEW HIRE TO LEAVE.

8-12 WEEKSavg. time to

productivity for

clerical staff

productivity for

professional staff

productivity for

executives

1/3 managers fail at their

new job/role.

50% of the workforce

want to change jobs every

3-5 years.

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

PLANNING AHEAD

Understand future needs and

potential gaps

Behavior-based interviewing

Character and

culture fit

COMPANY GOALS AND CULTURE

Mission, strategy, and goals

What is the employee’s

impact?

Information flow and

learning

BUILDING A SOCIAL NETWORK

OF MANAGERS WHO FAIL TO ONBOARD SUCCESSFULLY CITE FAILURE TO ESTABLISH EFFECTIVE WORKING RELATIONSHIPS AS A PRIMARY REASON.

Make connections inside and

outside the workplace

Introduce to key people

Enterprise social networks

SOURCE: SHRM, Onboarding New Employees: Maximizing Success

EXPECTATIONS AND GOALS

Learning preferences

Management style

Feedback and coaching

Performance measurements

PURPOSE AND CONTEXT

DRIVE: Mastery, Autonomy,

and Purpose

Connect their jobs to the

bigger picture

Communicate the

organization’s strategic plan

Learning resources and content

Resource delivery

LMS and mobile

Off-the-shelf and custom video

TECHNOLOGY AND TRAINING

MENTORING AND COACHING

Knowledge, support and

resources

Career guidance and feedback

Cross functional

COMPETENCY LEVELS

CORE COMPETENCIES

Industry and culture

JOB FAMILY COMPETENCIES

Business discipline

ONBOARDING

AND NEW HIRE

TRAINING

JOB ROLE COMPETENCIES

Level of mastery required

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

PCI AND COMPANY POLICY

PCI Compliance

PCI Quiz

Employee Awareness Series: Sexual Harassment

Ethics for Everyone

Undeliverable: Email Etiquette for Today’s

Workplace

WORKPLACE POLICY

MICROSOFT OFFICE ESSENTIALS

How to Use Outlook 2013

MS Office 2013 Excel: Tips, Tricks and Shortcuts

MT Community – a How-to-Guide

CONTINUE WITH CORE AND JOB ROLE COMPETENCIES

THE MANAGER’S ROLE

Performance

expectations

Regular feedback

Employee

engagement

MEASURING THE IMPACT

PRODUCTIVITY

TIME TO PRODUCTIVITY

RETENTION

EMPLOYEE AND CUSTOMER SATISFACTION

EMPLOYEE REFERRALS

INNOVATION

SAFETY AND COMPLIANCE

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.

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

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.

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.

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.

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

THOUSANDS OF COURSES . UNLIMITED ACCESS

FREE 30-day Trial.no risk, no obligation

Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

#BIZWEBINAR