Training Doyens

OVERVIEW Is your hiring and employee onboarding costing you unnecessarily? Did you know…. Nearly 1/3 of people are job searching within six months of employment Almost 1/3 of externally hired executives miss expectations in the first two years With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years Introducing an employee onboarding program in to your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months. Companies who implement an effective program for onboarding new employees during the first three months of the new hire employment experience, will have 31% less turnover than those who don’t according to the Aberdeen Group. WHY SHOULD YOU ATTEND You have made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team.  Now what? Employee onboa...

A formal onboarding increases the chance of keeping a new employee for at least 3 years by 69% and one study showed employees were productive two months earlier with an effective program. Our upcoming webinar discusses the key components of a cost-effective employee onboarding plan that will help your organization increase retention, employee engagement and productivity.  The webinar covers the following key areas: ·          How to structure a comprehensive onboarding plan ·          Five metrics to help measure effectiveness ·          How to use technology to modernize your program LEARNING OBJECTIVES Employee onboarding integrates the employees into the company through socialization, acculturation, training, and coaching. The result is employees who clearly understand their role and feel connected to the company. We’ll show you how best of c...

OVERVIEW Reducing turnover and fast-tracking new employees to productivity is a key business imperative. The reality is that about 30% of employees don’t make it past their first year and it’s expensive. Good recruitment and hiring can be quickly undone by disorganized and poorly executed new employee orientation. And as millennials become a driving force in the workplace, they represent special opportunities and challenges. Every generation has unique needs and millennials are no different. But implementing onboarding best practices for millennials generally works well for everyone. This is an opportunity to step up our game. The research is clear; a systematic comprehensive employee onboarding process is good for business. In fact formal onboarding increases the chance of keeping a new employee for at least 3 years by 69% and one study showed employees were productive two months earlier with an effective program. Employees get up to speed quicker and stay on the job longer wh...

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. Our upcoming webinar discusseshow to integrate the new hires into their new positions and workplace so they become engaged and committed to their role in assisting the organization in reaching its mission. The webinar covers the following key areas: ·          How to evaluate your employee onboarding process ·          Top tips on how to select and utilize a Buddy ·          Importance of checklists for what to accomplish the first day, first week, first month, and the first 90 days. 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 ...

OVERVIEW Course Whether you call it  EmployeeOnboarding, 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...

The more help you give to a new employee, the faster you can get them up to speed and help them be an active contributor to your organization.Our upcoming webinar discusses how to effectively onboard employees at all levels and what are the roles and responsibilities of human resources professionals . The webinar covers the following key areas: ·          The basics: creating comfort for the entry-level new employee and others ·          Employee onboarding best practices for the person not in your location ·          Employee onboarding for those who have prior work experience LEARNING OBJECTIVES Because the more help you give or receive as a new employee the faster you can get up to speed and be an active contributor to your organization. This course is especially important for anyone responsible for helping another person get acclimated and for deve...

OVERVIEW Imagine yourself walking into the office on the first day of your very first real full-time job.  You are terrified.  There is so much you need to learn and you are hoping you won’t make some huge embarrassing mistakes. Imagine yourself walking into the office on the first day of your new position as Senior Vice-President of a company.  You need to “hit the ground running” and aren’t even sure where to find your personal office. Imagine yourself having accepted a position via phone and e-mail and are now about to start working from your desk in your second bedroom at home.  You aren’t even sure how to communicate with anyone – or who to communicate with in this new company where almost everyone works remotely. Imagine yourself as the HR professional responsible for employee recruitment and creating policy and procedures for onboarding new employees with different experience, needs, and wants.   What do they have in common?  What are...