‘On-boarding’ of new employees doesn’t at first seem a particularly strategic task. Yet making your ‘on-boarding’ and induction programme strategic requires careful planning and integration at all levels of the business. A strategic approach to induction will kick start an employee’s engagement from day one through cultural alignment, the establishment of key relationships, unlocking of potential and discretionary effort and a sense of immediate ‘belonging’. All of which result in measurably enhanced engagement, productivity and performance levels.
Induction has moved from an administrative HR process to strategic, integrated talent management – and HR is at the heart of implementing this evolvement. By understanding the needs and ensuring the strategic linkages HR can champion and facilitate the design of a scheme that cascades throughout all levels of the organization. This interactive seminar provides key insights into the dynamics surrounding ‘on-boarding’ and will help HR and L&D professionals connect the dots in their organizations to develop a scheme that is strategic - and examine how its impact can be monitored and evaluated.
Objectives
Understand the critical role of induction on an individual’s level of engagement and performance, impacting their intention to stay, capability and motivation to perform
Examine the role of the line manager, and appointing team/department in the induction process and activity
Learn how to maximize individuals’ engagement from day one
The role of branding, pre-induction activity, organizational values and culture
Connect induction to the beginning of the performance management and talent management processes
Assessing induction needs for different groups and areas
Approaches and metrics to assess the impact of your induction programme
Program
Why does induction have such strategic impact?
What must a strategic induction process entail?
Integrated induction: linking attraction and retention to talent and performance management
What is engagement and why does induction play such a critical role?
How do you engage new starters through an effective induction process?
Accelerating to full performance: the role of induction in optimizing the route to full performance
Employer branding, socialization and cultural integration
Optimizing retention through
those critical first months
Self assessment and analysis: exploring the effectiveness of your current induction processes and determining your priority needs
Exploring the hidden costs of poor induction
Examples of mismanaged induction: where does it usually go wrong
Determining the danger zones in your organization and finding your quick wins
One size does not fit all: determining staff groupings and needs
Balancing the formal with the informal, the tailored with the generic
Face to face, technological, written and practical: exploring a total programme
Adding creativity and spice: how to reach out and engage
The critical first day and week
The central role of line manager in induction
Special considerations for senior executives
Approaches to evaluation and monitoring: key measures, indicators and metrics
The role of HR: what role should you take to ensure strategic recognition and impact
Getting the process of design right: involving your organization to ensure ownership and buy in
Pragmatism and best fit approach: pulling it all together - what will work in your organization?
