Onboard, Not Overboard. Accelerating New Hire Training

transcript

?Do you have a formal

onboarding program in

your organization?

?How would you

describe your new hire

training?

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.

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.

SOURCE: 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.

BENEFITS OF A STRONG ONBOARDING PROGRAM

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 WEEKS

avg. time to

productivity for

clerical staff18-22 WEEKS

avg. time to

productivity for

professional staff

24-28 WEEKS

avg. time to

productivity for

executives

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

New Employee Success

• 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

1.Planning Ahead

Understand future needs

and potential gaps

Character and culture fitJob descriptions

and skills

Information flow and

learning

Mission, strategy and

Understanding

employee impact

2. Company Goals and Culture

Connectedness and Networking

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

3. Expectations

• Learning preferences

• Management style

• Performance

measurements

• Feedback and coaching

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.

Learning

resources and

content

Off-the-shelf and

custom video

Resource delivery LMS and mobile

4. Technology and Training

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

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

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

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

Provide context to

improve productivity

• Acclimation and application of

learning

• Coaching and feedback

• Setting expectations and goals

5. Manager Involvement

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

New Hire Contribution =

Capability + Context + Connections + Tools/Training

Organizational Socialization and Insider

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.

www.bizlibrary.com

QUESTIONS

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

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

Improve employee performance with the largest

and fastest-growing library of training videos.

www.bizlibrary.com/free-trial

FREE 30-DAY TRIAL!no risk and

no obligation

HR RECERTIFICATION CREDIT

ACTIVITY TITLE:

Onboard, Not Overboard. Accelerating New Hire Training

HRCI ID #: 234315

SHRM ID #: 15-SXEBT

You will be emailed a link to the certificate

around 4:00 p.m. central time today.

The email will come from

ande@bizlibrary.com

Jessica Petry

Sr. Marketing Specialist

jpetry@bizlibrary.com

@JessLPetry

@BizLibrary

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl