Live Webinar on Employee Onboarding : Why Too Much Emphasis on ‘Fit’ Can Backfire
OVERVIEW
Course
Whether you call it Employee Onboarding, Workplace Induction, Enculturation, or New
Employee Orientation (NEO), the process used to welcome and train your new employees while
capturing their excitement of a new job and reducing their new job jitters is
critical to their success. NEO is not a one day event, but rather a process
that begins after their acceptance of the job and extends through the first
year of their employment.
Studies
show that the new arrival's primary concerns are three things--my job, my boss,
and my coworkers. Dealing with new employee jitters and uncertainties is a high
priority in orientation programs. How long this mental mayhem lasts may depend
a great deal on employee orientation. It’s been said that new hires have about
90 days to “prove” themselves in their new workplace.
According to the Society of Human Resources
Management (SHRM), 500,000 Fortune 500 managers change jobs every year while,
overall, managers change jobs every 2 – 4 years. Non-management employees may change jobs
even more frequently.
The
process of orienting new employees to their new position, their new work
environment, and their new colleagues takes time and if not done effectively,
the new hire leaves and goes elsewhere. Onboarding process for new hires
welcomes and integrates the new hire into their new position and workplace so
they become engaged and committed to their role in assisting the organization
in reaching its mission. Employee onboarding is a strategy and a process that
extends well beyond the first day on the job.
It
is a critical process to get the new hire off and running in their new
environment, their new position, and with new colleagues enabling them to enjoy
their work and their employer. Onboarding needs to include fun activities,
using “buddies” to streamline the new hire’s experience, beginning from the
point of the job offer. It is one of the most important elements an employer
should invest in.
WHY
SHOULD YOU ATTEND
A
comprehensive onboarding process for new hires plays a pivotal role in
catalyzing your new hires’ engagement into their new role, responsibilities,
and the organization. The new employee reaches productivity a full 2 months
sooner, function as a team member quicker, less likely to quit, and more likely
to be an active member of the organization. All of this equates to huge
financial savings on the part of the organization. By 45 days after a new
employee begins their job, 20% quit! By 7 months, 50% have quit. Forty six
percent of new hires fail within 18 months, and only 19% achieve success.
The
exodus of these new hires costs the employer approximately 20% of each
employee’s salary. Considering the percentage of employees who never engage
with their new job – the costs are enormous.
If
those employees engaged, research shows that the stock value will have higher
earnings per share, and the business will experience 22% higher profitability,
21% higher productivity, 10% higher customer engagement, 25% to 65% lower
turnover, 37% lower absenteeism, 28% lower shrinkage (theft), and 48% fewer
staff safety incidents.
AREAS
COVERED
- Sample
checklists for the manager/supervisor, Human Resources, and the Buddy are
provided
- Tips
on orienting the virtual employee
- How
to evaluate your employee onboarding process
- To
discuss importance of checklists for what to accomplish the first day,
first week, first month, and the first 90 days.
- To
list suggested lists and topics for the onboarding portal
- To
examine onboarding portal systems
- Top
tips on how to select and utilize a Buddy
- Orientation
evaluation forms for the new hire, Human Resources, the buddy, and
management
- Tips
on the manager-new hire “expectations” discussion
LEARNING
OBJECTIVES
- To
identify Human Resources’, the supervisor’s, and the Buddy’s roles in
welcoming and training the new employee
- To
discuss the new employee’s role in her or his orientation
- To
differentiate between the new employee orientation to the organization and
the orientation to the department
- To
assess, develop, implement and evaluate your employee onboarding strategy
- To
examine onboarding best practices
- To
explain gap analysis, force field analysis, and SWOT analysis in assessing
your organization’s onboarding requirements and challenges
- To
assess, design, develop, implement, and evaluate your department’s New
Employee Orientation (NEO) strategy.
- To
describe new-hire web-based onboarding portals
WHO
WILL BENEFIT
- All
industries - Human Resources – generalists and managers
- Supervisors
and managers of departments or units in any industry
Use
Promo Code MKT10N and get flat 10% discount on all purchases
For more detail please click on this below
link:
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