Corporate L&D - Onboarding Strategies & Learning Insights!
What you'll learn
- Shorten the time for new employees to become productive and revenue-generating
- Minimize the cost of poorly trained new hires, in terms of substandard quality and customer service
- Reduce turnover
- Increase engagement
- Establish leadership credibility
- You will understand what onboarding means, its significance to any corporate and pitfalls in case its not planned properly
- You will understand how onboarding is different to orientation
- You will have clarity on the benefits of effective onboarding
- You will go through the Roles and Responsibilities of Talent Acquisition, Talent Management, Reporting Managers and Admin Teams
- You will understand what all goes into planning an Induction
- You will go through case studies on how various corporate's onboard their employees, we include cases from HSBC, Wells Fargo, Google, Facebook, Netflix, & Quora
Requirements
- Anyone who is interested to make their onboarding effective can go through this course
Description
Confidently achieve the below objectives for your organization:
1)Shorten the time for new employees to become productive and revenue-generating
2)Minimize the cost of poorly trained new hires, in terms of substandard quality and customer service
3)Reduce turnover
4)Increase engagement
5)Establish leadership credibility
Onboarding is a critical part of creating a great candidate experience for a new employee. When onboarding goes well, the benefits from increased employee engagement directly impact organizational success. Employees who go through an effective onboarding program become more productive quicker and put out more valuable work. Organizations with a standard onboarding process experience 54% greater new hire productivity leading to better performance. Employees who go through a more focused and detailed welcoming experience are more likely to be enthusiastic about their organization and ultimately can become brand ambassadors. This ultimately translates to an organization’s bottom-line and tangible results in higher productivity.
Great Onboarding Leads to Ongoing Employee Engagement
Implementing a 30/60/90 Day Plan will help to increase employee engagement while making sure the new employee understands their responsibilities and expectations from the first day onward. Companies with highly engaged workers have higher rates of customer satisfaction and fewer errors. Learn how onboarding doesn’t just happen on day one.
The first 30 days is all about learning everything from where the office supplies are kept to what the company sells to what the new employee’s responsibilities will be.
The second month of employment should focus more on collaboration and taking on more responsibilities. Training usually is ongoing throughout an employee’s time at a company, but the intense training takes place within the first month. The employee will now use the training from the first 30 days to start implementing that knowledge.
The last 30 days of the plan is all about independence. As the employee starts taking on more responsibilities and working on bigger projects, they need to be more accountable for your work.
In this course, we propose an onboarding model that can help talent management leads to plan and execute an effective onboarding for their organization.
The four phases of the onboarding model are:
Validation: Did I make the right choice (Validating the candidate's decision to join your organization)
Navigation: Initial Development
Integration: Ongoing development and Retention
Separation: Supporting employees who have resigned
We include case studies from various corporates to give a 360-degree view of how successful organizations are using Onboarding as an effective Talent Management Strategic tool for employee engagement. Also is included a case study on virtual onboarding.
Learning Insights:
Here I share my own learnings and failings over 20 years of working with Business- Technology, Operations & Shared Services etc. I have shared insights on best practice & learning strategies adopted.
I have segmented Learning Insights into two sections. The first section will deal with the foundation concepts that any learning partner, learning and development professional should be aware of. The second section deals with the Practical & realistic training operations, right from coming up with Strategy to Tactical Execution.
Testimonials:
It's interesting and schematic explained ~ Olga Binzari
It was truly inspiring to learn from an L&D expert! ~ Chhavi Gupta
Great Course. Lots of beneficial information ~ Mohamad Elbekai
One of the best courses in Learning & Development. I was doing three courses parallelly and I feel so good to see such an Awesome Course created by Mr. Ravikanth. Please create more courses on L&D. I have been greatly benefitted by this Course. ~ Deepthi Mulgaonkar
Good insights. ~Kaushik Roy
Who this course is for:
- Talent Management Teams, Talent Acquisition Teams, Learning and Development Leads, Reporting Managers, Line of Business Heads and Human Capital Management Leads
- Students aiming for a career in HR, Trainers, Freelancers etc can benefit from this course
Instructors
- 4.1 Instructor Rating
- 202 Reviews
- 9,604 Students
- 6 Courses
Ravi Jagarlapudi is a Learning professional with extensive experience in needs analysis, learning strategy design, instructional design, development, assessment, and evaluation with a track record of introducing innovative learning strategies using technology, comes with strong stakeholder management, project management, consulting, facilitation, and communication skills, experienced in interacting with Senior leadership and thrives to operate in a matrix organization independently.
Ravi is the founder of an independent learning experience design strategy consultancy assisting organizations to 'work smarter': aligning with how we think, work, and learn.
Provides learning experience design & technology strategy to organizational L&D. Providing process refinements to learning service providers
Rav is adept at identifying instructional goals, conducting instructional analysis, entry behaviors, writing performance objectives, developing assessment instruments, instructional strategy, instructional materials, and designing and conducting formative & summative evaluation.
He has an understanding of adult learning, learning design, learning innovation practices, and technology-enhanced learning.
Has experience in needs analysis, learning strategy design, development, (peer) assessment, and evaluation
Is well versed in instructional design & design thinking methodologies
Drives the implementation of high-quality learning design standards and processes.
Comes with 19 years of experience in Learning & Development, Training Operations, and Business Partnering with exposure to Operations, Technology, and Shared Services
Is a Strategic Learning & consulting partner for Business Leaders in creating and driving learning strategy that links learning initiatives to overall Business and HR priorities for various lines of businesses
Driven Purpose for Learning aligning to business needs.
- 4.1 Instructor Rating
- 3,303 Reviews
- 303,171 Students
- 19 Courses
We specialize in Cybersecurity, Data Science and Talent Management/Human capital management training. The USP of all our training's is the hands-on that we provide, our focus is on real-life practical knowledge sharing, and not tool-based PPT slides. All our training's are conducted by highly experienced practitioners who are dyed-in-the-wool penetration testers. The material is cutting edge and updated with even the most recent developments. We have a standard set of courses outlined in different information security domains, data analytics domains and Talent management domain. However, we also customize the training according to the clients’ requirements.