Reducing turnover and fast-tracking new employees to productivity is a key business imperative. The reality is that about 30 percent of employees don't make it past their first year and it's expensive.
Good recruitment and hiring can be quickly undone by disorganized poorly executed new employee orientation. And as millennials become a driving force in the workplace, they represent special opportunities and challenges.
Every generation has unique needs and millennials are no different. However, a good onboarding practice for millennials is generally good for everyone. This is an opportunity to step up our game. The research is clear, a systematic comprehensive onboarding process is good business. In fact, formal onboarding increases the chance of keeping a new employee for at least 3 years by 69 percent and one study showed employees were productive two months earlier with an effective program.
Employees get up to speed quickly and stay on the job longer when their first-year experience is well managed. Best practices onboarding integrates the employee into the company through socialization, acculturation, training, and coaching. The result is employees who clearly understand their role and feel connected to the company. We'll show you how best-of-class programs start onboarding during the recruitment and have a systematic program for the first year of work.
This webinar gives you the key components to a cost-effective onboarding plan that will increase retention and productivity.
Effective onboarding ensures employees become more productive and effective more quickly, increases engagement, and improves retention. Onboarding best practices are a competitive advantage for companies that want to succeed.
Effective onboarding ensures employees become more productive and effective more quickly, increases engagement, and improves retention. Onboarding best practices are a competitive advantage for companies that want to succeed.
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 …
Excel & ChatGPT Synergy Masterclass: Unleashing Financial A…
2025 EEOC & Employers: Investigating Claims of Harassment …
Drive Recruiting Success with the Using Recruiting Metrics …
Introduction to Microsoft Power BI Dashboards
Designing Employee Experiences to Build a Culture of Compli…
What is in Store for Employers When Updating Employee Handb…
Mastering Job Descriptions: Legal and Practical Insights fo…
Impact Assessments For Supplier Change Notices
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Onboarding Best Practices for 2025: Proven Strategies to Po…
Accounting For Non Accountants : Debit, Credits And Financi…
Creating a Successful Job Rotation Program
The Anti-Kickback Statute: Enforcement and Recent Updates
FDA Compliance And Laboratory Computer System Validation
How To Create Psychological Safety in your Organization
Transforming Anger And Conflict Into Collaborative Problem …
Aligning Your HR Strategy with Your Business Strategy
How to Give Corrective Feedback: The CARE Model - Eliminati…
AI at Your Service: Enhancing Your Microsoft OfficeSkills w…
Zero Acceptance Sampling to Reduce Inspection Costs
Identifying, Managing, and Retaining High Potential Employe…
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Why EBITDA Doesn't Spell Cash Flow and What Does
Female to Female Hostility @Workplace: All you Need to Know
Human Factors Usability Studies Following ISO 62366 and FDA…
Developing and Implementing Quality Culture in the Organiza…
FDA Recommendations for Artificial Intelligence/Machine Lea…
How to Document Employee Discussions and Why it is Important
Project Management for Non-Project Managers - How to commun…
Dealing With Difficult People In Life & Work
2-Hour Virtual Seminar on the 6 Most Common Problems in FDA…
How to Write Effective Audit Observations: The Principles f…
Enhancing Pivot Tables with Images: Visualize Your Data Lik…
How to Write Contracts for Procurement Professionals
Project Management for administrative professionals
Uplifting the Credibility of HR: How to Build the Credibili…
Strategic Interviewing & Selection: Getting the Right Talen…
Performance of Root Cause Analysis, CAPA, and Effectiveness…
FDA Audit Best Practices - Do's and Don'ts
Successful Strategies for FDA Expedited Pathways for Your D…
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
How to Manage the Legal Landmine of the FMLA, ADA and Worke…
Excel Lookup Functions: VLOOKUP, HLOOKUP, and XLOOKUP Made …