Onboarding is NOT Orientation: What's The Difference and Why You Need Both

Duration: 60 minutes

Speaker: Marcia Zidle

CREDITS:

Available On-Demand

PURCHASE OPTIONS

Individual Purchase Options
On-Demand Available On-Demand. Watch the webinar recording multiple times for 30 days.	$179
Recording Download link will be emailed for single user access with handouts. Available in 3-5 business days, after Live Event. Never Expires.	$199
Transcript (PDF) PDF transcript of webinar with handouts will be emailed. Available in 7-10 business days, after Live Event. Never Expires.	$169

Group Purchase Options
Recording With License to Share Download link will be emailed with a license to share within the organization. Available in 3-5 business days, after Live Event. Never Expires.	$599	Select

ABOUT THE EVENT

Is your hiring and onboarding process 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 onboarding program into your hiring process can mean the difference between retaining top employees or watching them walk out the door after several months or even weeks. Companies who implement an effective onboarding program during the first three months of the new hire employment experience will experience a 50% greater retention; a 54% increase in productivity; and a 59% higher engagement than those who don’t according to the Aberdeen Group.

What does yours do? And do you even have an onboarding program?

A strategic onboarding plan can dramatically impact your business. Therefore, it needs to be done right especially if it’s now being done remotely. Yes, there are challenges, but there are also simple, innovative ways to help new hires quickly learn the performance expectations of their new job; align their personal goals with that of the team; and integrate into your workplace culture. If that happens, it will result in higher job satisfaction and higher engagement, better job performance, greater commitment to your, and reduced turnover. it’s a win-win for everyone.

Areas Covered:

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? Onboarding is important because it introduces the employee to the company’s culture and expectations as well as your department’s goals and key priorities. In addition, it gives the employee the vital training and information needed to succeed in their new position. The sooner your new hires start feeling part of your team or department, the sooner they will start contributing at full capacity. An onboarding program isn’t just a routine checklist; it should be a step-by-step program that makes the new employee, as well as the manager, confident they made the right choice and confident they can succeed in their new job. It’s a way to avoid buyer’s remorse. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save you the manager from a prolonged investment of your time and money into the wrong person. It’s also a win-win for everyone.

Learning Objectives:

Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:

Recognize the difference between orientation and onboarding: They are not the same, you need both
Identify the building blocks of an effective onboarding program: The 4’Cs: compliance, clarification, culture, connections
Review a toolbox of six best practices, with real-world examples, for implementing an onboarding program in your organization
Understand the responsibilities of three key stakeholders: Executive management, human resources, the new hire’s manager
Learn how remotely or hybrid onboarding can build connections and communication to get everyone on the same page
Make sure you know the 5 key questions new employee have that need to be answered quickly to avoid disengagement.

Who Should Attend:

CEO’s, COO’s, VP of Human Resources.
Chief Learning Officer.
Directors.
Project Managers, Operation Managers.
Supervisor, Team Leaders.
Human Resources Professionals.
Managers,
Talent management professionals.

Handouts & Reference Material:

Onboarding Schedule

Speaker(s)

Marcia Zidle

Marcia Zidle is a board certified executive coach, business management consultant and keynote speaker, who helps organizations to leverage their leadership and human capital assets.

She has 25 years of management, business consulting and international experience in a variety of industries including health care, financial services, oil and gas, manufacturing, insurance, pharmaceuticals, hospitality, government and nonprofits.

She brings an expertise in strategy and alignment; social and emotional intelligence; executive and team leadership; employee engagement and innovation; personal and organization change management.

She has been selected one of LinkedIn Profinder’s top coaches for 2016.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.0

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.0

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