Employee New Hire Training: A Tale of Two Employees
|
|
- Posy Carter
- 8 years ago
- Views:
Transcription
1 Employee New Hire Training: A Tale of Two Employees Beverly Tester, Director of Instructional Design When I think of all the employee new hire training I ve experienced in my career, a famous quote comes to mind: It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness... Although I m sure Charles Dickens didn t intend his words from A Tale of Two Cities to be applied to such a concrete topic, they do portray the wide range of onboarding and orientation programs that are implemented every day. To illustrate this, let s follow a tale of two employees who experience very different new hire programs so you can determine how to make your own training the best it can be. Program Purpose is so excited to start her new career at Acme Company! In her offer letter, she learned that she will be taking an orientation class that will prepare her for the job. just received his new hire kit in the mail from Zeta Company. He s eager to read about the onboarding program he will be taking. What s the difference between orientation and onboarding? One primary difference is the program s purpose: Orientation focuses on swift acculturation through presentation and little or no training. Consider this: the 2012 Allied Workforce Mobility study reports that 25% of companies surveyed say their new hire program does not include any training. It is typically conducted by Human Resources or administrative staff at a company, and it focuses on: Getting new hire paperwork signed. Presenting an introduction to the company and its mission, vision and values. Getting new hires up and running as quickly as possible. On the other hand, a full-fledged onboarding program has a more comprehensive purpose. It focuses on accelerating the employees ability to perform effectively in their new role, but through a longer term approach. It typically includes an initial orientation plus several other customized segments presented and supported by subject matter experts and managers. Onboarding helps employees gain knowledge they ll need on the job, build relationships with other new hires, meet and work with mentors and feel like they are an important part of a team.
2 Program Approach It s s first day on the job, and she s ready to make her mark! When she reports to her manager, she discovers that Acme Company offers its one-day orientation the first week of the month. Today is the 10 th, so she will have to wait three weeks to take the class. In the meantime, the manager gives her an employee handbook and three large manuals on team processes to read over the next couple of weeks. s zeal just dropped a notch or two. s new hire packet includes instructions on how to access the employee intranet so he can watch a couple of company videos and take a Welcome to Zeta Company elearning course. He also thumbs through the onboarding schedule that explains the three units in his six month transitional training program. Wow! he thinks. A company that s willing to invest in training me? This is going to be great! If you struggle with how to get new hires oriented to the company, get them productive as quickly as possible and realize profits from your staffing investment, you are not alone! However, taking a short cut approach may be detrimental to both the employee and the company. Here s why. Programs like the one is experiencing can last from a few hours to a couple of days, so new employees can get the information and get to work. However, because of the approach, it doesn't allow for any real-world application of the new information. Companies like Alpha may also wait to hold classes until enough employees have been hired. What are some ramifications of this approach? Employees like may have reduced productivity during the initial waiting period. If they are put to work without effectively learning the proper processes, they could make costly errors that can increase liabilities and risk, and affect customer service. Employees who wait for orientation and are given busy work to fill their time may have fewer positive experiences in their first weeks of employment. They may even become disengaged if they don t get adequate training or feel initial success. Managers become frustrated at the lack of skilled employees to respond to their pressing corporate directives. Onboarding programs like s can begin as soon as the new hire accepts the job and may continue for anywhere from three months to one year. By using this approach, you can provide a scalable method to ramp up employees during this time, employees engage in small segments of learn then practice so they can quickly build their skills and responsibilities while splitting their time between learning and fulfilling their daily responsibilities. What benefits can you realize by using this approach? This just-in-time learning reduces managers frustration because they can quickly get their employees productive in some areas while continuing to build their skills in other areas. When employees can immediately practice what they ve learned, their confidence grows and they feel less overwhelmed. Can you relate to s situation? Would you like to make the same impression on your employees that experienced? Let s continue with the tale of these two employees and the lessons you can learn from their stories.
3 Definition of Success doesn t let these manuals discourage her too much. She reads them, takes notes and then re-reads them all in the first week. Eager for something more, she asks her manager if they can meet to discuss goals she can work toward in her first few months. Her manager explains that she will learn about the performance review process in her orientation, but Acme doesn t set goals for employees until after their first three months of employment. Instead, the manager introduces her to Jerry, a team member who can help her get her laptop set up with access to the intranet, and she receives a list of documents to find and read on the team s Sharepoint site. completed his first three days of onboarding at Zeta, and now he s meeting with his supervisor to review what he learned about the company and to meet his team members. Then they set 90-day goals and interim milestones. At the end of the meeting, has a summary with clear expectations, goals and actions he can take each week toward meeting those goals. He is confident that he can achieve these and is more excited than ever to prove his worth. wonders if anyone else heard that bubble burst in her mind. Would you agree that new employees need to understand what is valued in their company, how decisions are made, how success is defined and how they are to achieve success? If so, when should they learn this? The 2012 Allied Workforce Mobility study reports that 60% of companies don t set any milestones or goals for new hires. However, an effective onboarding program should address these topics and allow learners to get a clear vision of their path to success in two ways: Definition: During onboarding, employees meet with their supervisors to review key points from the interview process and job description. Together, they define what is expected from the employee and set benchmarks, such as for the first 90 days. Alignment: It s important for everyone to be aligned in their thinking and direction, so the supervisor and employee should also discuss how the goals and expectations are aligned with the team, business unit and company.
4 Program Format It s been three weeks, and has been struggling to find the information she needs on the team Sharepoint site. The site is just not intuitive, and she feels like a pest when she asks her teammates too many questions. Today, she is finally taking her orientation class. So far, an HR representative has explained benefits and the company s sexual harassment policy. She s also been told the company s mission, vision, values and goals for the fiscal year. It s 3PM and is wondering when she will find out where she fits in the scheme of things. is well into his onboarding program and is enjoying the wide variety of training he s experiencing. Each topic comes just when he seems to need it, and the well organized reference materials and job aids on his team s intranet site provide him with a wealth of helpful information when he needs the extra support. He s especially enjoying the pretesting and posttesting because he can discover what he will be learning and then immediately evaluate how well he understands it. And it s easy to go back and retake any learning that he didn t ace the first time. During the program, meets with several people on his team for coaching and mentoring. He s also completing a case study and will meet with his mentor this afternoon to discuss his solution to the scenario. New employees like, who have brief presentation-style instructor-led training, just don t realize the same benefits as employees like, who receive a just-in-time, custom, blended, instructionally sound program. The abbreviated programs are often created by teams without experience in adult learning fundamentals, so they may not have instructional integrity and new hires typically do not have the opportunity to build skills needed to do their jobs. To avoid employee disengagement and frustration, try implementing the following ideas into your new hire program: Think outside the instructor-led training box. Sure, ILT is a tried-and-true way to get employees on board, but it s not always a realistic solution for your budget or for the learners. Instead, develop content in a wide variety of media that you can deliver in any format, anytime, anywhere. Try offering self study, elearning, case studies, videos, small group activities, coaching, pretests, post-tests and scavenger hunts. Don t be dependent on costly instructor-led training as the only format. Ensure only the appropriate and relevant content is developed and delivered. Information overkill is easy to do in a new hire program, but carefully analyze each topic you want to include and determine if it s absolutely necessary for employee success in the first six months of employment. Chunk information in short, easily digestible components, and follow up with real-world application. This allows learners to immediately apply what they learn, experience success and get the reinforcement they need before moving forward. Devise a training schedule that provides employees with key foundations first and then builds on those foundations throughout the program. Managers will thank you for providing new hires with skills that make them productive early on in the onboarding process!
5 Provide online tools that employees can access prior to their first day. These tools can provide information about the organization s performance, including its history, mission, values, challenges, recent changes and expectations. Plan for strategic socialization of employees, making sure they meet the right people at the right time during their development. Provide easy-to-use, easy-to-find tools such as job aids so employees can get the help they need when they need it. Include mentoring programs, so employees have a trusted advisor to discuss their concerns and get answers to their questions. Do you see how a more holistic approach to new hire training can build employee skills and confidence while making them productive earlier? Which of the ideas for beefing up your program do you want to try? Let s finish the tale with some more tips and insight. Follow Up completed her orientation program a few weeks ago, and she s doing her best to fulfill her new responsibilities on the job. However, she struggles with some tasks and finds herself making things up as she goes along. She still has unanswered questions that are beginning to affect her productivity and confidence. At this point, she s not sure what to do. Should she try again with her manager and see if he can fill in the blanks? Should she ask her teammates for help again? Or should she spend some time tonight on the online job boards to find a more promising job opportunity? has completed his first major unit of onboarding and is applying his new knowledge. In the last week, he met with his manager to review his progress and his mentor to ask a few more questions. The Learning & Development team also asked him to participate in a roundtable discussion to see how he liked his onboarding and what suggestions he has for improvement. leaves work each day feeling fulfilled and confident. He is proud to represent Zeta Company and knows he s found a place he d like to stay for years to come. Too many times, new hire training is implemented with little or no follow-up by managers, Learning & Development, Human Resources and other stakeholders. What are the dangers? Employee retention of the material they were presented can drop. Employee confidence is reduced. If they don t get the follow-up and reinforcement, they can do exactly what did: make things up when she didn t know the answer. Besides the obvious effect on the employees, this also negatively impacts standards and consistency, and it puts the company at risk.
6 By integrating follow-up into the learning process, you can monitor employee progress, identify any misconceptions they may have and quickly put them back on the right path. You can also identify gaps in the training and make adjustments for future new hires. Final Thoughts According to the SHRM Presentation by the Wynhurst Group (April 2007), 22% of staff turnover occurs in the first 45 days of employment. The presentation also states that new employees who went through a structured onboarding program were 58% more likely to be with the organization after three years. Which statistic do you want your organization to reflect? Here are a couple more statistics: On average, companies invest a minimum of $10,000 to hire one employee. The cost of losing an employee in his or her first year of employment is estimated to be at least three times his or her salary. You invest a lot in your employees. You want and need them to be successful. You want and need to prevent turnover. With a relatively small investment in your employee onboarding process, you can dramatically, positively impact your organization through an engaged, productive workforce. Have thoughts you d like to share? Feel free to drop us a line and share your struggles or triumphs with your existing program. We d love to hear from you, and we d love to include your comments in our published series of this article! Are you ready for an onboarding overhaul? Michaels & Associates consultants have expertise in creating instructionally sound, engaging, blended and effective onboarding programs. Contact us and we'll be glad to get you started. Michaels & Associates where confidence is contagious.
Talent Management Courses
Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people
More informationLearning and Development Hiring Manager Guide For Onboarding A New Manager
Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation
More informationof all hourly workers leave new jobs within the first 4 months of employment. of external senior hires fail within the first 18 months.
OnBoard Overview At KPMG, we ve created an employee onboarding solution developed directly out of the expertise we bring to clients every day. KPMG OnBoard offers a new perspective on an age-old problem:
More information509 467-0062 208 664-8958 humanix.com
Connecting businesses to people who bring the valuable talents, skills and advanced know-how to make sure any level job temporary or permanent gets done right. 509 467-0062 208 664-8958 humanix.com Onboarding
More informationSection B. Welcoming New Employees
Section B Welcoming New Employees Table of Contents Welcoming New Employees... B1 Guiding Principles... B1 Top 10 Things New Employees Should Know... B4 Culturally Competent Environment... B4 Orienting
More informationOnboarding Workbook Make your new employees more productive in less time
Onboarding Workbook Make your new employees more productive in less time Onboarding What is it? Onboarding is the process of integrating new recruits and transforming them into productive and committed
More information[EMPLOYEE ONBOARDING]
2011 Girish M Sharangpani [EMPLOYEE ONBOARDING] In most companies, getting the new employees hands-on, is a critical driver of profitability. In many cases it leads to loss in productivity and opportunity
More informationAchieving Results Through Genuine Leadership TM
Achieving Results Through Genuine Leadership TM T R A I N I N G Struggling daily with tough business issues and essential goals, organizations are prepared when genuine leaders are eager to live out the
More informationHIRING MANAGER ONBOARDING GUIDE
HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to
More informationEmployee Onboarding. Susan Ward, PhD. Human Resources Association of Central Connecticut February 27, 2014. Presented by
Employee Onboarding Presented by Susan Ward, PhD Human Resources Association of Central Connecticut February 27, 2014 Tonight s Discussion Why invest in Onboarding Onboarding vs. Orientation What to consider
More informationA Learning Paths Whitepaper. Rapid Onboarding 3 Keys to Success
A Learning Paths Whitepaper Rapid Onboarding 3 Keys to Success The Importance of Rapid Onboarding How soon would you be confident assigning a new employee to work with your most valued customer? When do
More informationNew Employee Onboarding Supervisor s Resource
New Employee Onboarding Supervisor s Resource A guide to your role in the new employee onboarding process Last updated: 11/4/2013 For more information or consultation, contact: Christine Ray, Onboarding
More informationOnboarding New Employees
Onboarding New Employees Ginny Vanderslice and Linshuang Lu Praxis Consulting Group Excerpted from The ESOP Communications Sourcebook, 6th ed. For details on The ESOP Communications Sourcebook or to order
More informationGROWTH COMPANY S. Supporting Your. TriNet Strategic Services: PERFORMANCE MANAGEMENT TALENT ACQUISITION LEADERSHIP TRAINING CAREER TRANSITIONS
TriNet Strategic Services: Supporting Your COMPANY S GROWTH PERFORMANCE MANAGEMENT TALENT ACQUISITION LEADERSHIP TRAINING CAREER TRANSITIONS CORPORATE ETHICS PROGRAM TEAM ACCELERATOR COMPENSATION CONSULTING
More informationhit the ground sprinting accelerated performance through effective onboarding
hit the ground sprinting accelerated performance through effective onboarding hit the ground sprinting accelerated performance through effective onboarding 2 if you ve questioned the business impact of
More informationHow To Develop A Global Leadership Development Program
Global Leadership Development Talent Management CapitalWave Inc. White Paper March 2010 1 Table of Contents: Global Leadership Development (GLD): Distance. 3 GLD 2: Defining Leadership across Cultures
More informationHR NAV + Training & Development
HR NAV + Training & Development Learning Management System/ E-Learning Training and Development Investing in Training and Development Ensures higher productivity More highly skilled employees Reduced turnover
More informationEmployee Brief: Your Self-Assessment
Employee Performance Management Process August 2012 Employee Brief: Your Self-Assessment This brief is provided to help document your self-assessment and think about your 2011-12 performance. 1 The purpose
More informationSeven Things Employees Want Most From Their Training
RESEARCH REPORT Seven Things Employees Want Most From Their Training Executive Summary In 2013 we set out to discover what 1,001 office workers really think about training. Commissioning Opinion Matters,
More informationONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION
O.C. Tanner Company White Paper ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION Why Today s Best Companies are Using Recognition to Foster New Hire Engagement and Lower Turnover In today s competitive
More information9Lenses: Human Resources Suite
9Lenses: Human Resources Suite 9Lenses Software for HR Leaders 9Lenses Software for HR Leaders Software Overview: People are an organization s most valuable asset. With 9Lenses Software for HR Leaders,
More informationAttracting Top Talent
In today s competitive talent marketplace, you need to think about attracting new employees to your business the same way you think about attracting new customers. It s not enough to just post a job ad
More informationThe New Way to Work Together
Getting to know The New Way to Work Together SharePoint is about giving you and the people you work with a better way to get things done together. That means your content is stored and organized in one
More informationMotorola Sales onboarding program
Motorola Sales onboarding program Strategy to Revenue Marketing Case Study FIRST MOMENTS - Improve Time to Productivity of New Hires Business Conditions & Business Needs Motorola Solutions, a communications
More informationWorkforce Development Centers Onboarding Program
Workforce Development Centers Onboarding Program The Onboarding Program was developed as a process of integrating new employees into the organization, to prepare them to quickly succeed on the job and
More informationHow To Onboard A New Employee
Congratulations! Now that you have selected the best candidate, onboarding is a great opportunity to make a continued positive impression and to introduce your new employee to the wonderful traditions,
More informationVd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS
Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)
More informationOutsourcing HR: Advantages for Small Businesses
Outsourcing HR: Advantages for Small Businesses Are you thinking about how to increase operational efficiency of the business or the HR department? Then this e- book is for you! Learn more about outsourcing
More informationAccelerating New Hire Training
Accelerating New Hire Training Chris Osborn Vice President of Marketing cosborn@bizlibrary.com @chrisosbornstl Jessica Batz Marketing Specialist jbatz@bizlibrary.com @jessbatz @BizLibrary BIZLIBRARY.COM
More informationHOW TO MAKE YOUR EMPLOYEE ONBOARDING PROGRAM STRATEGIC AND EFFECTIVE FOR BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION
HOW TO MAKE YOUR EMPLOYEE ONBOARDING PROGRAM STRATEGIC AND EFFECTIVE FOR BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION ACHIEVE BETTER NEW HIRE ENGAGEMENT, PRODUCTIVITY, AND RETENTION EXTEND LEARNING
More informationOnboarding and Engaging New Employees
Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders
More informationTwo dollars and 85 cents. That s
MANAGEMENT & CAREERS Getting Onboard Integrating and Engaging New Employees By Bob Lavigna Many government agencies strive to make a good impression in recruiting but do not follow through during a new
More informationLearning to Delegate
Learning to Delegate Overview Tips for managers on how to delegate Why is delegation necessary? Why do many managers have a hard time delegating? What to delegate What not to delegate How to delegate Give
More informationPutting Learners in Charge: Micro-Learning for ERP System User Adoption
Putting Learners in Charge: Micro-Learning for ERP System User Adoption by Executive Overview Micro-learning is an extremely powerful method for learning how to use a new system. Yet, companies are struggling
More informationHow to Build a Dynamic Small Business Sales Team
How to Build a Dynamic Small Business Sales Team Ten Musts to Take Your Team from Good to Dynamic B uilding a structure and environment that allows average and star salespeople to excel is what will help
More informationLearning and Development New Manager Onboarding Guide
Learning and Development New Manager Onboarding Guide www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation and Onboarding?...2
More informationResponding to a Disappointing Performance Review
Responding to a Disappointing Performance Review Overview When your manager reviews your work and finds it wanting. Receiving a disappointing review First steps: Take notes and ask for clarification Gather
More informationA Roadmap for Creating Development and Training Programs for New Hires Based on their Individual Needs. Friday, October 2, 2015
A Roadmap for Creating Development and Training Programs for New Hires Based on their Individual Needs Friday, October 2, 2015 Workshop Leader Michael DeMarco Lead Developer, Human Capital Education Talent
More information10 Steps Process to your LMS
Implementing an Learning Management System 10 Steps Process to your LMS CapitalWave Inc. White Paper September 2010 1 Table of Contents: LMS Steps 1 4: Analysis Training Department Analysis The Vendor
More informationStrategic Executive Coaching: An Integrated Approach to Executive Development
Strategic Executive Coaching: An Integrated Approach to Executive Development A new concept in executive coaching is leading companies to fully utilize the talent they have to drive organizational strategy
More informationORIENTATION VS. ONBOARDING
ASTDSWFL.orgIMPACT OF ONBOARDING ALL ABOARD ORIENTATION VS. ONBOARDING Orientation Involves a first-day session Gets new hires familiar with an organization s structure, culture, mission, and policies
More informationInducting New Employees Automating the Induction Process to Realise Significant Return on Investment
Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment Studies by SHRM have proven the value of implementing a strong induction program within an organisation
More informationHelping Midsize Businesses Grow Through HR Technology
Helping Midsize Businesses Grow Through HR Technology As a business grows, the goal of streamlining operations is increasingly important. By maximizing efficiencies across the board, employee by employee,
More informationNew Employee Onboarding Checklist
New Employee Onboarding Checklist Combat new employee challenges and increase staff engagement and retention. Implement a robust onboarding program. Use this checklist to make sure your new hire quickly
More informationIT Workforce. Your onboarding program has the potential to increase retention, productivity and revenue
IT Workforce Planning Perspectives TEKsystems, a leading provider of IT staffing solutions, IT talent management expertise and IT services, recently surveyed more than 2,400 IT professionals for its quarterly
More informationHow to Pursue a Career in. Human Resources. Four Simple Steps to Success
How to Pursue a Career in Human Resources Four Simple Steps to Success Introduction Managing and motivating people effectively to inspire them to do their best the essence of human resource management
More informationcreating an Onboarding Process a SilkRoad technology ebook
creating an Onboarding Process a SilkRoad technology ebook 1 SILKROAD TECHNOLOGY CREATING AN ONBOARDING PROCESS Onboarding A systematic and comprehensive approach to integrating a new employee with a company
More informationThe How, What, When and Why of On-Boarding
The How, What, When and Why of On-Boarding An ebook By Debbie Edmondson Cohesion Recruitment What is On-boarding? On-boarding is a really key part of your engagement process, and needs organisational buy-in
More information01/14/14 06:00 PM - 01/14/14 07:00 PM
Selecting a Major for Students and Families 01/14/14 06:00 PM - 01/14/14 07:00 PM Message fsuchat(fsu Staff Kari): Good evening everyone! If you give our moderators a few minutes to log in, we will get
More informationRECRUITING TIPS SCRIPTS. Tom Ferry - Your Coach 888.866.3377 tomferry.com
RECRUITING TIPS & SCRIPTS 1 & WHAT TO SAY TO NEW EXPERIENCED AGENTS table of contents Attracting New Agents Key Tips for Speaking with New Agents Interviewing a New Agent Inviting a New Agent to a Career
More informationONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY:
ONBOARD, ACCELERATING NEW HIRE TRAINING WEBINAR BROUGHT TO YOU BY: ? HOW WOULD YOU DESCRIBE YOUR NEW HIRE TRAINING? WHAT WE HOPE YOU LL LEARN What is strategic onboarding 5 Best practices to accelerate
More informationOnboarding Program. Supervisor s Guide
Onboarding Program Supervisor s Guide Supervisor s Guide Introduction This guide has been developed for supervisors to support an effective and successful onboarding process for new employees. As a supervisor,
More informationA Brief Guide to Executive Onboarding
Career Transition Series A Brief Guide to 2011 Bill Holland 1 Contributors Bill Holland Bill Holland is President of a leading Executive Search firm and founder of numerous businesses in Human Capital
More informationKaren Vahlberg, RN, BSN Chief Executive Officer Juli Wallace Chief Operations Officer, LSF
Karen Vahlberg, RN, BSN Chief Executive Officer Juli Wallace Chief Operations Officer, LSF The Problem Recently, I was asked if I was going to fire an employee who made a mistake that cost the company
More informationStrategic Employee Onboarding: First Impressions Are Everything
ONBOARDING Strategic Employee Onboarding: First Impressions Are Everything Cornerstone OnDemand Whitepaper Series 2007 Cornerstone OnDemand, Inc. All Rights Reserved. Table of Contents Onboarding: More
More informationElearning: Building an Effective and Engaging Solution Online
PERSPECTIVES Elearning: Building an Effective and Engaging Solution Online There s a lot of buzz about elearning, and with good reason. When done effectively, organizations find it can reduce time away
More information1 Executive Onboarding Reward vs. Risk
1 Executive Onboarding Reward vs. Risk Gerard F. McDonough and Becky Choi, J.D. LEADFIRST LEARNING SYSTEMS, LLC Challenging Transitions It would seem that as professionals become more advanced in their
More informationNew Hire Orientation Games - 7 Activities to Get Started on the Right Foot
New Hire Orientation Games - 7 Activities to Get Started on the Right Foot Making Orientation Day Fun for You and Your Employees MindTickle enables businesses, trainers and individuals to transform their
More informationPeople Management and Leadership Training That Gets Results!
and Leadership Training That Gets! Welcome to Great Managers! A 5 year Australian Government-funded research report, Leadership, Culture and Management Practices of High Performing Workplaces: The High
More informationSAMPLE THANK YOU NOTES
SAMPLE THANK YOU NOTES Thank You - In Person Visit (Prospect) 1. Thank you for stopping by today. I look forward to working with you in the future. 2. It was a pleasure to meet you today. We pride ourselves
More informationScripts for Recruiters
Scripts for Recruiters Companion Script Guide for The New Recruiters Tool Kit www.greatrecruitertraining.com Copyright 2010 Scott Love 1 How to Use This Guide Use this companion script guide while watching
More informationHow To Improve Productivity With Acselleration Series
AcSELLeration Series allows you to meet and surpass call center performance and revenue goals by increasing employee productivity. Incorporating e-learning, supervisory support tools, and management administration
More informationHow My Mobile Vision Began
Chapter 2 How My Mobile Vision Began My journey into mobile learning started in 2008 and centered around two events: a conference I attended that explored mobile devices and cloud-based solutions and my
More informationNew Employee Onboarding: A Lean Initiative Building a Strong Foundation at OSU. Provost s Council Meeting May 13, 2015
New Employee Onboarding: A Lean Initiative Building a Strong Foundation at OSU Provost s Council Meeting May 13, 2015 The Lean Process Improvement Initiative Align with OSU s Strategic Plan 3.0 Increase
More information10 Tips to Education Assistance Program Excellence
10 Tips to Education Assistance Program Excellence White Paper by Heidi Milberg Director of Business Development General Physics Corporation www.gpworldwide.com General Physics Corporation 2011 As with
More informationUniversity of Michigan 2010 Business & Finance Leadership Academy
Onboarding at B&F University of Michigan 2010 Business & Finance Leadership Academy Authored by Scott Harrington, Lisa Harris, Mary Ellen Lyon, Richard Wickboldt, Nadeem Zaidi Onboarding is a process to
More informationSkillsoft New Hire Training Program:
WHITE PAPER Skillsoft New Hire Training Program: Onboarding of New Sales Talent Dorman Woodall, Director, Skillsoft Learning March 2013 Executive Summary The Skillsoft New Hire Training Program has provided
More informationTaking Care of Your Company s Future: 3 Best Practices for Succession Planning
Taking Care of Your Company s Future: 3 Best Practices for Succession Planning Copyright 2008 SuccessFactors, Inc. I. Introduction More successful businesses are embracing succession planning to deepen
More informationOnboarding training program provides quantified results that add to recruiting firm s bottom line.
Onboarding training program provides quantified results that add to recruiting firm s bottom line. Our goal was to create a teachable, understandable, impactful, businessdriving program. What we wanted
More informationPERSONAL FINANCIAL PLANNING
PERSONAL FINANCIAL PLANNING A GUIDE TO STARTING YOUR PERSONAL FINANCIAL PLAN THE CERTIFICATION TRADEMARK ABOVE IS OWNED BY CERTIFIED FINANCIAL PLANNER BOARD OF STANDARDS, INC. IN THE UNITED STATES AND
More informationHelping employers create lasting employee relationships
KELLY SERVICES PRESENTS Insight for human resource and staffing professionals THE KELLY INTELLIGENCE REPORT Helping employers create lasting employee relationships Six Strategies for Effective On-boarding
More informationImproving Employee Satisfaction in Healthcare through Effective Employee Performance Management
Improving Employee Satisfaction in Healthcare through Effective Employee Performance Management Introduction The following quotes are comments made by HR professionals from U.S. healthcare providers who
More informationThe 2014 Ultimate Career Guide
The 2014 Ultimate Career Guide Contents: 1. Explore Your Ideal Career Options 2. Prepare For Your Ideal Career 3. Find a Job in Your Ideal Career 4. Succeed in Your Ideal Career 5. Four of the Fastest
More informationEmail #1 Subject: The Most Effective Online Marketing Tool in the World. It s not Facebook, Twitter, Pinterest, or face- to- face networking.
Email #1 Subject: The Most Effective Online Marketing Tool in the World Want to know the marketing technique that has made the biggest difference in my business over the last five years? It s not Facebook,
More informationOnboarding. Provided by Sullivan Benefits
Onboarding Provided by Sullivan Benefits Table of Contents Table of Contents...1 Introduction...3 The Importance of Onboarding...3 Go Beyond Training...4 Pre-board New Hires...4 Be Realistic About the
More informationROPELLA GROWING GREAT COMPANIES. ExE cutive WhitE PaPEr
ROPELLA TM GROWING GREAT COMPANIES ExE cutive WhitE PaPEr Refining Your Executive Take Charge Onboarding of Your Process Career The If left concept unchecked, of onboarding your career implies can that
More informationBUSINESS CONSULTING SERVICES Comprehensive practice management solutions for independent investment advisors
BUSINESS CONSULTING SERVICES Comprehensive practice management solutions for independent investment advisors Insights, tools and resources to help you Accelerate Your Growth, Scale Your Business and Elevate
More information9.5 Secrets to Building a Successful Prospecting Plan
9.5 Secrets to Building a Successful Prospecting Plan We all know prospecting is like doing our worst chore. But you can t succeed at sales with out being a great at prospecting. When prospecting you need
More informationIntroduction. Background Knowledge. The Task. The Support the Work Setting Should Provide
Introduction Onboarding new employees is always a challenge. Everyone has a learning curve a gradual progression from initial level of understanding to mastery of a new role. Succeeding in a new workplace
More informationSage HRMS The best team wins: Ten tips to hone your recruiting, hiring, and onboarding processes
Sage HRMS Ten tips to hone your recruiting, hiring, and onboarding processes Introduction Human resources departments continue to struggle to build the best workforce. There are plenty of applicants but
More informationTurning Employee Survey Data into Strategic Action. An Overview of the Action Catalyst Model C A T A L Y S T
Turning Employee Survey Data into Strategic Action An Overview of the Action Catalyst Model C A T A L Y S T SirotaScience Webinar April 19, 2012 Welcome to the SirotaScience Webinar Series SirotaScience
More informationAchieving Business Analysis Excellence
RG Perspective Achieving Business Analysis Excellence Turning Business Analysts into Key Contributors by Building a Center of Excellence Susan Martin March 5, 2013 11 Canal Center Plaza Alexandria, VA
More informationOnboarding Program. Sponsor s Guide
Onboarding Program Sponsor s Guide Sponsor s Guide Introduction This guide has been developed to help sponsors in their roles with new employees. We want to help you be effective and successful in this
More informationThe Story of INTELLIGENT TALENT MANAGEMENT
The Story of INTELLIGENT TALENT MANAGEMENT CHAPTER 1 What It Is and Why It Matters It seems like just about everything is changing about the way we work. 1 New and disruptive technologies play a big part...
More informationToday 8/21/15. Jeff Hallam @JeffHallam. Jessica Stephenson, SHRM- CP, PHR. Onboarding drives business outcomes. Ideas for efficiency.
2015 HR INDIANA ANNUAL CONFERENCE August 25, 2015 Employee Onboarding: Define, Manage, Measure & Excel Jeff Hallam Co-Founder jhallam@exacthire.com Jessica Stephenson, SHRM-CP, PHR VP of Marketing & Service
More informationSample Teacher Interview Questions
Sample Teacher Interview Questions Getting to Know You Tell us about yourself. What would you like us to know about you? If you had a co-teaching experience while student teaching, tell us about it and
More informationEmployee Engagement Survey
Research-based // Valid // Reliable Sample Items The DecisionWise contains a subset of research-based anchor questions that are designed to measure overall engagement. The other questions measure the factors
More informationAchieving Business Analysis Excellence
RG Perspective Achieving Business Analysis Excellence Turning Business Analysts into Key Contributors by Building a Center of Excellence 11 Canal Center Plaza Alexandria, VA 22314 HQ 703-548-7006 Fax 703-684-5189
More informationTalent Management A Holistic Approach to Managing your Workforce
Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing
More informationHow to Improve your Student Loan Payment, A guide to the best ways to save on your student loans
Welcome to today s webinar. I am really excited to pass this information on to you and think you will find it wildly beneficial. The title of our presentation is How to Improve your Student Loan Payment,
More informationPREPARED REMARKS OF JOHN A. KOSKINEN COMMISSIONER INTERNAL REVENUE SERVICE BEFORE THE TAXPAYERS AGAINST FRAUD EDUCATION FUND WASHINGTON, D.
PREPARED REMARKS OF JOHN A. KOSKINEN COMMISSIONER INTERNAL REVENUE SERVICE BEFORE THE TAXPAYERS AGAINST FRAUD EDUCATION FUND WASHINGTON, D.C. SEPTEMBER 15, 2014 Good afternoon. I m the one who s tasked
More informationWhy Your Job Search Isn t Working
Why Your Job Search Isn t Working 6 mistakes you re probably making and how to fix them I t s easy to think that your lack of success in finding a new job has nothing to do with you. After all, this is
More informationBusiness leaders are asking for more from
HR s Role in Talent Management and Driving Business Results Business leaders are asking for more from everyone in their organizations. They want increased revenue and productivity. They need to reduce
More information10 Steps to Building a More Profitable Construction Business. Leslie Shiner, MBA Sage Certified Consultant
10 Steps to Building a More Profitable Construction Business Leslie Shiner, MBA Sage Certified Consultant Introduction is a pragmatic approach to developing business practices that result in greater profitability.
More informationUpdated Requirements for Developing New Leaders and Onboarding New Hires
Updated Requirements for Developing New Leaders and Onboarding New Hires Over the past five years, companies have created efficiencies in operations while controlling headcount growth. The trend has been
More informationGood Beginnings Make Good Employees
Good Beginnings Make Good Employees Transforming Your Orientation into an Engaging Onboarding Experience Judi Clements President of Judi Clements Training & Development www.judiclements.com Copyright 2016
More informationOnboarding 201. The second of three papers in SilkRoad s series on. the most critical retention activity your organization. can undertake onboarding.
The second of three papers in SilkRoad s series on Onboarding 201 the most critical retention activity your organization can undertake onboarding. By Alexandra Levit Taking new hires from the potential
More information11 TH. College Transition Program Checklist Goals GRADE
imentor s College Transition Program ensures students successfully transition to and persist in college by matching them with mentors for three years, from 11th grade through the first year of college.
More informationElizabeth Hagen 2010 Small Business Success Coaching Network www.elizabethhagen.com.
Welcome to the Growing Your Business with Confidence workshop! I am so glad that we are going to spend this time together. Before I started my business I was a stay-at-home mom of five children for 19
More informationSTRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES
STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES BERLIN, 21 MAY 2015 Julia Howes Mercer Workforce Analytics & Planning A WORKFORCE TSUNAMI IS APPROACHING COPYRIGHT MERCER 2015 STRATEGIC
More information