About 30 percent of employees leave within their first year, and that turnover is expensive. This 60-minute onboarding best practices webinar shows how a structured first year gets new hires productive faster and keeps them longer.
Good hiring can be undone by a disorganized orientation. A strong program integrates new employees through socialization, acculturation, training and coaching, so they understand their role and feel connected. The source research says formal onboarding raises the chance of keeping a new hire for at least three years by 69 percent, and one study found employees were productive two months sooner.
Millennials bring particular needs, but onboarding that works for them generally works for everyone.
Effective onboarding helps employees become productive sooner, raises engagement and improves retention, giving companies a competitive advantage. You'll see how the best programs begin during recruitment and run systematically through the first year, with a cost-effective plan you can adapt.
The session suits HR professionals, leaders, supervisors and organizational development staff.
Effective onboarding helps employees become productive sooner, raises engagement and improves retention, giving companies a competitive advantage. You'll see how the best programs begin during recruitment and run systematically through the first year, with a cost-effective plan you can adapt.
The session suits HR professionals, leaders, supervisors and organizational development staff.
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 …
New Form I-9: Documents and Policies that Ensure ICE I-9 Co…
Claude AI For CPAs & Finance Professionals: Best Practices …
Secrets Of Psychology - Why People Do The Things They Do
2-Hour Virtual Seminar on How to Conduct an Internal Harass…
Project Management For Administrative Professionals
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
Onboarding is NOT Orientation - How to Improve the New Empl…
Managing Complex Projects - Project Management
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Negotiating Skills For Professional Results - Winning Strat…
NEW Nacha Rule - Third-Party Sender (TPS) Roles and Respons…
FDA Technology Modernization Action Plan (TMAP) and Impact …
Paying and Receiving Payments for Referrals: You Can Go to …
Validation Statistics for Non-Statisticians
Human Factors Usability Studies Following ISO 62366 and FDA…
Construction Lending And Real Credit Administration: Evalua…
Excel Power Skills: Master Functions, Formulas, and Macros …
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Batch Record Review and Product Release
Discover how Emotional Intelligence turns AI from a technic…
Female to Female Hostility @Workplace: All you Need to Know
Copilot and HR: An Introduction for HR Professionals
ChatGPT for HR - Build HR Policy Framework and Strategy
Excel Spreadsheets; Develop and Validate for 21 CFR Part 11…
The Perfect Storm Coming to Healthcare: Value Based Care Me…
Language is Code - Intro to AI - Generative AI - ChatGPT an…
Major cGMP Issues: FDA Concerns in 2026
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Pivot tables beginner to advanced + 20 advanced Pivot table…
Emotional Intelligence: Mastering the Emotions of Great Lea…