Getting new employees productive quickly and keeping them is a key business goal. About 30 percent of employees leave within their first year, and a disorganized orientation can undo good recruiting.
This 60-minute employee onboarding best practices webinar shows how a systematic program that starts during recruitment and runs through the first year helps people get up to speed and stay. Strong programs combine socialization, acculturation, training and coaching so employees understand their role and feel connected.
Millennials have their own needs, but what works for them generally works for everyone. You'll learn the five key components of a best-practice program, the four C's, gamification, technology and five metrics for measuring results.
Effective onboarding makes new employees productive sooner, raises engagement and improves retention, which makes it a real competitive advantage. Formal onboarding has been linked to a 69 percent higher chance of keeping a new employee for three years.
This session suits HR professionals, leaders, supervisors and organizational development staff who want a cost-effective plan that lifts retention and productivity.
Building the program
Millennials and engagement
Measuring and improving
Effective onboarding makes new employees productive sooner, raises engagement and improves retention, which makes it a real competitive advantage. Formal onboarding has been linked to a 69 percent higher chance of keeping a new employee for three years.
This session suits HR professionals, leaders, supervisors and organizational development staff who want a cost-effective plan that lifts retention and productivity.
Building the program
Millennials and engagement
Measuring and improving
Bob Verchota
Bob Verchota, SPHR, is the President and owner of RPVerchota & Associates, a human resources and management practices consulting firm. He has over 30 years of human resources and operational leadership experience. His most recent corporate assignments include serving as VP Support Services, VP of Ancillary Services and Human Resources, and VP Human Resources. Focus areas include organization change and employee development, talent acquisition, risk management, compensation and benefits, labor and employee relations, performance improvement, and other operational issues. Academic pursuits include an undergraduate degree in Business Administration, graduate degree in Healthcare Administration (MHA), and doctoral work in Organization Development EdD …
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