Corporate Learning and Development - Onboarding Strategies
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 etc
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.
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
Course content
- Preview04:08
- Preview04:00
Instructors
![Ravikanth Jagarlapudi](data:image/svg+xml,%3Csvg xmlns="http://www.w3.org/2000/svg" viewBox="0 0 64 64"%3E%3C/svg%3E){kind=avatar}
- 3.7 Instructor Rating
- 22 Reviews
- 5,818 Students
- 5 Courses
Ravi Jagarlapudi has been in the field of Learning and Development since 2004.
Ravi's Learning Career started as a Process Trainer at HSBC, he then moved on to the roles of a Transition Trainer, Behavioral Trainer & Training Manager. At Wells Fargo he took on the roles of a Learning Partner and Talent & Learning Manager before he ventured out to kick-start his entrepreneurship journey with his own Learning Consulting Firm, Sai Acuity.
Ravi has played a key advisory role in creating & executing a Learning strategy. His networking, communication & negotiation skills came to the fore while resolving differences by determining needs and suggesting practical solutions that benefit stakeholders. He has the ability to communicate with all levels of management and staff and prepare effective launch communications in sync with the Company values, culture and ways of working.
Ravi understood the business needs and problems by working closely with HR Business Partners, Line of Business Heads and Managers, before even thinking about creating interventions to provide solutions. His niche skills are into Instructional Designing, Learning Needs Analysis, Facilitation & Delivery Methodology, Performance consulting, Mentoring and Stakeholder Engagement.
Ravi has many success stories, by tapping the power of Learning he was able to sustain staff performance and ensured a department process become BAU. By collaborating with Business he built an intervention which helped many Senior Financial Analysts transition to Team Leads and many more.
Overall Ravi has been able to establish and scale best practices for project managing L&D Initiatives, in partnership with multiple teams and stakeholders. He is an experienced Learning & Development Leader with a demonstrated history of working in the banking and information technology industry. He is a strong professional with over 2 decades of Corporate experience working with HSBC, Wells Fargo and Sai Acuity, he has a Masters degree in Mathematics and Computer Science.
- 4.1 Instructor Rating
- 4,897 Reviews
- 273,141 Students
- 42 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.