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Does your hiring and onboarding process cost 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 in to your hiring process can mean the difference between retaining your millennial employees or watching them walk out the door after several months. Companies who implement an effective onboarding program 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.
Onboarding is important because it introduces the employee to the company’s culture and expectations and gives the employee the vital training and information needed to succeed in their new position. Also, a new hire’s compatibility or culture fit will likely be determined during the onboarding process. This can save the employer from a prolonged investment into the wrong person.
A strategic onboarding plan can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just a routine checklist; it should be a comprehensive process that makes the new employee as well as the company confident they made the right choice and confident they can succeed in their new job.
Join us on Clatid to understand the core differences between onboarding and orientation, and what responsibilities employers have to fulfill throughout the onboarding process. You'll also receive a FREE customized compliance tool to help you further understand these compliance steps.
You’ve 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?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with new hires, especially millennials. While this is a good thing, there is great variability in the focus, depth, and length of these programs.
The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping new hires learn to navigate the organization’s culture and understand the informal organization and key players.
Remember, you never get a second chance to make a good first impression. Onboarding isn’t just about facts; it’s about feeling, too. Effective onboarding programs provide an experience which helps new hires and leaders affirm that they made the right career move. This training will cover what you need to ensure your organization is building a stable, committed productive workforce from the start.
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 and 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 why managers are the key and how they contribute to the success of your onboarding programs
-Make sure you know the 5 key questions new employees have that need to be answered quickly to avoid disengagement
-How does offboarding impact the onboarding process?
-CEO’s
-COO’s
-VP of Human Resources
-Chief Learning Officer
-Directors
-Project Managers
-Operation Managers and Supervisors
-Team Leaders
-Human Resources Professionals
-Managers and Supervisors
-Talent management professionals
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management. Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
Clatid is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please portal.shrm.org.
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