Onboarding Talent

Onboarding Talent

1 Day Classroom Program

The term 'Onboarding' refers to the process of integrating new employees into the organization, of preparing them 
to succeed at their job, and to become fully engaged, productive members of the organization. It includes the initial orientation process and the ensuing 3-6 months (or however long it takes to get an employee "up to speed" in a particular company or discipline).

WHO SHOULD ATTEND Directors and Managers of Organizational Development and Effectiveness, HR Managers and Directors, Directors of Talent Management, Consultants involved in Recruitment.


Creating an effective 'Onboarding' program
'Onboarding' strategies
Providing coaching and/or mentoring to new employees
Evaluating the effectiveness of an 'Onboarding' program
'Onboarding' executives
'Onboarding' to improve retention
Technology to maximize the effectiveness of the 'Onboarding' process
Roles and responsibilities in the 'Onboarding' process
Streamlining employee compensation and benefits

Coaching and mentoring are an effective way to familiarize new recruits with the politics, culture and values of your organization. It is also an excellent way to pass on tacit knowledge that may not be covered in the formalized orientation procedures. This session will provide details on how to incorporate coaching or mentoring into your 'Onboarding' program.

Matching coaches to employees
Establishing coaching guidelines
Providing feedback: managing the context
Monitoring coaching and mentoring programs
Aligning coaching with the rest of the 'Onboarding' program and overall business objectives

The costs associated with hiring new executives can be high. It is therefore essential to provide support to a new member of the management team so that they can succeed in the role they were hired to perform. It is also necessary to ensure that their management and leadership style conforms to the culture and values of your organization. This session will highlight best practices for developing an 'Onboarding' program for executives.

Aligning individuals with the culture of the organization
How new management interacts and communicates with others in the organization
Ensuring executives have realistic expectations about the company and job
Monitoring the progress of executives
Leadership coaching for new executives


The first couple of weeks are critical for the retention of a new employee. It is during this time period that they will form opinions about the organization and decide whether they want to stay or move on. It is crucial to start the 'Onboarding' process on day one to encourage the retention of new employees. This session will outline how to use your 'Onboarding' program as one of the integral parts of your recruitment and retention strategy.

'Onboarding' to drive loyalty and engagement
Making sure employee feels connected to the organization
Strategies to improve retention

Technology exists that can help automate aspects of the 'Onboarding' process from setting up networks and emails addresses to providing a timeline of when tasks in the 'Onboarding' process should be performed. This session will discuss the latest trends and developments in 'Onboarding' technology and will help your organization find the right technology solution to suit its needs.

Latest developments in technology for 'Onboarding'
Use of social networks in the 'Onboarding' process
Developing an employee web portal to centralize data and forms
Tracking the progress of the new employee
Managing training and development programs with
'Onboarding' technology

ROLES AND RESPONSIBILITIES IN THE 'ONBOARDING' PROCESS: Many people are involved in the 'Onboarding' process from peers and managers, to the IT and HR departments. Each of these groups play an important role in integrating a new employee into the organization and coordination and communication between the different parties is essential. If one of these groups does not pull their weight, the entire 'Onboarding' process can become derailed. This session will highlight the typical roles and responsibilities involved in 'Onboarding' and will overview strategies on how to effectively manage the different stakeholders.

Who should be involved in 'Onboarding'?

Ensuring support and obtaining buy-in for 'Onboarding'
Coordinating the 'Onboarding' process
Developing a timeline of tasks

One of the keys to getting a new employee productive right away is by making sure that benefits and payroll issues do not distract them. Having a formalized system for enrolling new employees into company programs can help avoid any delays. This session will offer tips on how to streamline the compensation and benefits process so that your new employees can start providing value to your organization.

Communicating benefits available to the employee
Technology to aid in automating the compensation and benefits
Pre-enrolling new employees in company programs

Companies go to great lengths to develop 'Onboarding' approaches that will incorporate best practices, enhance its employment brand and maximize efficiency and time-to-productivity. Yet, in developing its programs, it is critical to not lose sight of the most important audience...the new hires themselves! What is their 'Onboarding' experience? What stands out as memorable for them?

What are the elements that most impact their level of engagement in the early weeks and months?
How has your organization met the new hire's needs not just for company information, but for clarity of expectations in their role, a sense of belonging, emotional reassurance, strategies for coping?
This session will: 
Draw from the real stories from executives in one-on-one 'Onboarding' coaching relationships Fill you in on what Gen Y is saying about their new hire experience in their Twitter Tweets and Blog posts
Summarize trends from 'Onboarding' experiences shared in interviews with new hires at all levels

Having spent a considerable amount of time and money developing and implementing an 'Onboarding' program, the next step is seeing if the effort paid off by assessing its effectiveness. Does the program provide value to your organization? Are new employees satisfied with the 'Onboarding' process? Are the employees' expectations about the company being met? This session will look at ways to answer all these questions and to determine if your 'Onboarding' program is meeting the objectives it was set out to achieve.

Conducting exit interviews and employee surveys
Barriers to the success of your 'Onboarding' program
How to measure new employee satisfaction rates
'Onboarding' metrics: turnover rates, time to productivity
Qualitative and quantitative metrics
Monitoring and refining the 'Onboarding' process


Contact the Learning Centre!

Amy.jpgAmy Edwards

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