New Employee Onboarding: The Roles and Responsibilities of HR and Management Beyond Handbooks, Benefits, and Photo IDs
OVERVIEW
Whether you call it New Employee Onboarding,
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 the organization and department orientation. It’s been said
that new hires have about 90 days to “prove” themselves in their new workplace.
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| New Employee Onboarding |
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 hires
leave and go elsewhere.
New employee onboarding is the process that
welcomes and integrates the new hires into their new position and workplace so
they become engaged and committed to their role in assisting the organization
in reaching its mission.
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 employees off and running in their new environment, their new position,
and with new colleagues enabling them to enjoy their work and their employer.
New employee 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 new employee onboarding
process plays a pivotal role in catalyzing your new hire’s 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, HR, and the Buddy are provided
- Tips on orienting the virtual
employee
- How to evaluate your 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
- Tips on how to select and utilize
a Buddy
- Orientation evaluation forms for
the new hires, HR, the buddy, and management
- Tips on the manager-new hire
“expectations” discussion
LEARNING OBJECTIVES
- To identify HR, the supervisor,
and the Buddy’s roles in welcoming and training the new employees
- To discuss the new hire’s role in
her or his orientation
- To differentiate between the
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
- To assess, design, and develop,
implement, and evaluate your department’s NEO strategy
- To describe new-hire web-based
onboarding portals
WHO WILL BENEFIT
- Human Resources Professionals
- All Director Supervisors and
managers of departments or units in any industry
Use Promo Code MKT10N and get flat 10% discount on all purchases
To Register (or) for more details please click on this below
link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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