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Onboarding New Hires: How to Get Them Quickly Up to Speed, Engaged and Productive

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Deadline: May 09, 2017 | Date: May 09, 2017

Venue/Country: Online

Updated: 2017-03-10 14:46:38 (GMT+9)

Call For Papers - CFP

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 leaders entering new roles. 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 leaders learn to navigate the organization’s culture and understand the informal organization and key players.

Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.

What does yours do? And do you even have an onboarding program? This webinar will cover what you need to ensure your organization is building a stable, committed productive workforce from the start.

Why Should You Attend

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 a new hire orientation training program in to your hiring process can mean the difference between retaining top employees and 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.

On boarding 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 on boarding process. This can save the employer from a prolonged investment into the wrong person.

Areas Covered in this Webinar

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

- Know the six mistakes to avoid in your new hire onboarding process

- Review best practices in executive onboarding accelerating executive success

- Understand three onboarding approaches to integrate the new hire into their job and organization

- Review an onboarding 90 day timeline with key tasks and tools to measure goals and milestones

- Identify the top derailers for the critical stakeholders: the manager, the new leader, human resources

- Learn from focus groups what new leaders consider the top onboarding issues and ways to ensure success.

For More Info, Please Click below URL:

Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.