Maximize the Return on Your Hiring Investment: How to Welcome, Engage, and Retain New Employees with Your On-boarding Strategy in 2020

Onboarding, induction or new employee orientation (NEO): whatever you call it, welcoming and training new employees is critical to their success. This 60-minute onboarding strategy webinar treats it as a process that starts at job acceptance and runs through the first year, not a one-day event.

New hires worry most about three things: their job, their boss and their coworkers, and they have roughly 90 days to prove themselves. You'll learn the roles of HR, the supervisor, the buddy and the new employee, how organization and department orientation differ, and how to use gap, force field and SWOT analysis to assess your needs.

The session also covers first-day to 90-day checklists, onboarding portals, virtual employees, expectation-setting talks and evaluation.

• Identify the roles of HR, the supervisor and the buddy in welcoming and training new employees
• Describe the new employee's own role in orientation
• Distinguish orientation to the organization from orientation to the department
• Use gap analysis, force field analysis and SWOT analysis to assess onboarding needs
• Assess, design, implement and evaluate your organization's and department's onboarding strategy
• Apply onboarding best practices and describe web-based onboarding portals

• Checklists for the manager or supervisor, HR and the buddy
• Checklists for the first day, first week, first month and first 90 days
• Tips on selecting and using a buddy
• Tips for the manager and new hire expectations discussion
• Suggested lists and topics for an onboarding portal
• Examining onboarding portal systems
• Tips on orienting virtual employees
• Orientation evaluation forms for the new hire, HR, the buddy and management
• How to evaluate your onboarding process

Strong onboarding helps new employees reach productivity about two months sooner, join the team faster and stay longer. Without it, many leave early: 20% quit within 45 days and 50% by seven months, and each departure costs about 20% of that person's salary.

Engaged employees are linked to higher profitability and productivity and lower turnover and absenteeism. This session suits HR generalists and managers and department supervisors and managers in any industry.

• All industries - Human Resources – generalists and managers
• Supervisors and managers of departments or units in any industry

Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She is an expert witness for discrimination and harassment lawsuits. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.