Integrating Newcomers into The Workplace Presented by Tonya Syvitski

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Integrating Newcomers into The Workplace. 6-17-2015 Presented by Tonya Syvitski"

Transcription

1 Integrating Newcomers into The Workplace Presented by Tonya Syvitski

2 Mixing what employers already know with the perspective of integrating new comers into their Canadian workforce Objective

3 Employer Accountability

4 1. Proper job description 2. Strategic onboarding program 3. Training program 4. Performance plan/ evaluation If these are not solid, you need to be concerned not only for the performance of newcomers, but all of your new hires and current staff. Employers accountability to staff

5 Job descriptions are more than a reference for hiring: Talent acquisition strategy Communicates expectations Ensures equitable hiring Foundation of training program Job Descriptions

6 Job Descriptions

7 Provides the basic template for performance reviews/measurement Aids in the development of a career path Is used again for new hires Job Descriptions

8 They do not define social expectations Behaviours listed sometimes leave room for interpretation Do not include everything that someone is evaluated on When things get out of scope can lead to internal conflict Job Description Hiccups

9 See It Own It Solve It Do It Job Descriptions Hiccups

10 Onboarding

11 Organisational Socialization First 3 months of onboarding will significantly impact the success of any new hire into the organisation Designed based on an organization's needs, values, and structural policies Onboarding

12 Generally Teach Technical Policies Processes High level resources Onboarding

13 Lack Social expectations Micro-corporate culture Who is who How to communicate Onboarding

14 Immediately set up with a: Mentor. Peer/ buddy system. Ensure all social upcoming events are in the calendar within week 1. Onboarding additions

15 Training

16 The training strategy needs the business plan and corporate strategy The training strategy needs the job description. The training strategy manages risks. The training strategy increases retention Training provides life skills. Training

17 That the employee thinks the same way that the employer does. That the employee learns the same way an employer does. Will use the exact same vocabulary as the employer for processes and procedures. That education and past experience means that shortcuts can be taken. Training Assumptions

18 How to do the job Why the job is required How the job benefits the clients, employee and organisation What are the expected outcomes Defined Timelines Who is responsible for what Training

19 If someone finds themselves using the sins of the English language should, could, would then there either is a gap in training, communication or the hiring process. It would be nice if telling someone something once was the way things worked but it isn t realistic. So if we are saying I should only need to tell you once and I am sick of repeating myself it s time to evaluate the training, the delivery or if something went wrong in the hiring process. REPEAT, REPEAT, REPEAT

20

21 Have a clearly defined performance rating system Ensure all employees are evaluated with the same system Ensure the process is as objective as possible and not subjective Set realistic expectations Communicate, communicate and then do it again Performance Plan

22 Performance Appraisals assess: o Job Skills o Personality o Behaviour o Training needs Performance Plan

23 Evaluate the quality Evaluate quantity of output Provides opportunity for further training Provides opportunity for recognition and praise Performance Plan

24 Based on both the job description and the training program. Consistent timing. Consistent rating system for everyone Allow employee comment on their performance and feedback. Used to set new goals Performance Plan

25 Systematic Fails

26 Sink or Swim Respect isn t given it is earned Management and staff do not have a clear understanding of how to interact with new comers Realistic expectations Communication breakdown Business model does not consider costs of retention and turnover Systematic Fails

27 Whole entire process does not accommodate or take into consideration cultural differences Whole employment cycle overlooks what is underneath the iceberg Ignorant of culture shock Systematic lack of compassion Systematic Fails

28 Inclusion is a piece of paper, a policy but the act of inclusion is not ingrained in the people top to bottom Inclusion is not included in performance evaluations Reverse cultural training poorly provided to middle management My way is the only way That is not the Canadian way Systematic Fails

29 Integration of New Comers is related to good hiring practices, saves money on staff turnover, can advance organisational performance, lead to cultural awareness and can be accomplished in a fair and consistent manner. Conclusion

Stop guessing and start making smarter decisions about your workforce INCREASE YOUR TALENT IQ CORNERSTONE INSIGHTS

Stop guessing and start making smarter decisions about your workforce INCREASE YOUR TALENT IQ CORNERSTONE INSIGHTS INCREASE YOUR Stop guessing and start making smarter decisions about your workforce TALENT IQ CORNERSTONE INSIGHTS BUSINESS LEADERS OFTEN SAY EMPLOYEES ARE THEIR MOST VALUABLE ASSET. But how much insight

More information

FAILURE TO LAUNCH: Why Companies Need Executive Onboarding

FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding FAILURE TO LAUNCH: Why Companies Need Executive Onboarding Employee onboarding is beginning to receive the attention its due, as more companies

More information

Resource Article Talent Management: Seven Keys to Success

Resource Article Talent Management: Seven Keys to Success Resource Article Talent Management: Seven Keys to Success Talent management: seven keys to success. Lee Iacocca is quoted as saying In the end, all business operations can be reduced to three words: people,

More information

Talent Management Courses

Talent Management Courses Talent Management Courses Business Succession Planning Developing and Maintaining a Succession Plan Change is a hallmark of today s business world. In particular, our workforce is constantly changing people

More information

Talent Management A Holistic Approach to Managing your Workforce

Talent Management A Holistic Approach to Managing your Workforce Talent Management A Holistic Approach to Managing your Workforce Robyn Warren and Stacy Edwards-Adrian Los Angeles Unified School District Successful organizations, both public and private, are recognizing

More information

Applies from 1 April 2007 Revised April 2008. Core Competence Framework Guidance booklet

Applies from 1 April 2007 Revised April 2008. Core Competence Framework Guidance booklet Applies from 1 April 2007 Revised April 2008 Core Competence Framework Guidance booklet - Core Competence Framework - Core Competence Framework Core Competence Framework Foreword Introduction to competences

More information

How to Succeed with Succession Planning

How to Succeed with Succession Planning How to Succeed with Succession Planning June - 2015 Presented by: Christine Ball and Garth Johns What does Succession Planning and/or Succession Management mean to you? Why is it important? Succession

More information

your people are our business Performance Management

your people are our business Performance Management Performance Management Introduction As a business owner, it is crucial to ensure that employees are motivated, inspired, productive and working to their fullest potential. As a manager of people, performance

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

THE CORPORATION OF THE CITY OF WINDSOR POLICY

THE CORPORATION OF THE CITY OF WINDSOR POLICY THE CORPORATION OF THE CITY OF WINDSOR POLICY Service Area: Office of the City Clerk Policy No.: HRDEV POL - 0001 Department: Human Resources Approval Date: March 23, 2015 Division: Organizational Development

More information

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES

STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES STRATEGIC WORKFORCE PLANNING LATEST TRENDS AND LEADING PRACTICE EXAMPLES BERLIN, 21 MAY 2015 Julia Howes Mercer Workforce Analytics & Planning A WORKFORCE TSUNAMI IS APPROACHING COPYRIGHT MERCER 2015 STRATEGIC

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

Glassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals

Glassdoor Survey: How to Recruit Healthcare Professionals. A Strategic Guide for Talent Acquisition Professionals 2014 Glassdoor Survey: How to Recruit Healthcare Professionals A Strategic Guide for Talent Acquisition Professionals Survey Overview Recruiting healthcare professionals in today s highly competitive recruiting

More information

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference

Career Development and Succession Planning. Changing Landscape of HR 2012 Conference Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.

More information

DEFINE YOUR SALES PROCESS

DEFINE YOUR SALES PROCESS DEFINE YOUR SALES PROCESS TO GROW YOUR BUSINESS Internet Marketing 101: How Small Businesses Can Compete with the Big Guys DEFINE YOUR SALES PROCESS TO GROW YOUR BUSINESS A strong and effective sales team

More information

*This is a sample only actual evaluations must completed and submitted in PeopleSoft*

*This is a sample only actual evaluations must completed and submitted in PeopleSoft* *This is a sample only actual evaluations must completed and submitted in PeopleSoft* Employee information Employee name Position title/department Date of Hire Employee ID number Supervisor s name Today

More information

ULTIMATE THE. checklist NEW. for. Employee ONBOARDING

ULTIMATE THE. checklist NEW. for. Employee ONBOARDING THE ULTIMATE checklist for NEW Employee ONBOARDING INTRODUCTION After searching high and low for that ideal employee, you ve finally found someone you can dump every single project, task, and long-abandoned

More information

HR Corporate Objectives and Strategy Action Plan January 2013

HR Corporate Objectives and Strategy Action Plan January 2013 Reference Objective / Strategy Action Responsibility Target Date (CO1) By 2016 we will be in the top 20% of Acute Trusts as measured by the NHS National Staff Survey Embed the Trust values into reward

More information

1. Identify and Describe the Stages in the Process for Developing Employees (text p. 380; ppt slides: 10.4 10.5)

1. Identify and Describe the Stages in the Process for Developing Employees (text p. 380; ppt slides: 10.4 10.5) Developing, Appraising, and Rewarding Employees 247 1. Identify and Describe the Stages in the Process for Developing Employees (text p. 380; ppt slides: 10.4 10.5) Developing Employees The development

More information

Improving Employee Satisfaction in Healthcare through Effective Employee Performance Management

Improving Employee Satisfaction in Healthcare through Effective Employee Performance Management Improving Employee Satisfaction in Healthcare through Effective Employee Performance Management Introduction The following quotes are comments made by HR professionals from U.S. healthcare providers who

More information

The relatively recent combination of

The relatively recent combination of Best practice talent management Bob Little offers a template for successful, systematic implementation The relatively recent combination of major economic, demographic, social and business trends have

More information

Talent management. Khamis 2 hb Jun 2011 1-2 petang

Talent management. Khamis 2 hb Jun 2011 1-2 petang Talent management Khamis 2 hb Jun 2011 1-2 petang TALENT MANAGEMENT(TM) NEED FOR EFFECTIVE TM PROCESS: Provide a focus for investment Place subject of talent high in the corporate agenda Desirable objective

More information

Hiring for Retention Get It Right, Right Out of the Gate

Hiring for Retention Get It Right, Right Out of the Gate Hiring for Retention Get It Right, Right Out of the Gate By Russell M. Klosk, SPHR, GPHR Unrelenting Hiring Pressures Global workforces, maturing workforces, baby-boomer retirement waves you don t have

More information

Interviewing Practice = Preparation

Interviewing Practice = Preparation Interviewing Practice = Preparation What is the Purpose of an Interview? STUDENT An interview is a two-way exchange, a conversation, in which both participants have some goals. The Interviewer wants to

More information

Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning

Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Addressing HIT Worker Shortages Through Operational Excellence in Workforce Planning Allen Kriete Vice President, Healthcare Services; TEKsystems Sanja Licina Senior Director, Talent Intelligence and Consulting;

More information

HIRING MANAGER ONBOARDING GUIDE

HIRING MANAGER ONBOARDING GUIDE HIRING MANAGER ONBOARDING GUIDE Helping a new employee feel comfortable and welcome not only on the first day, but also through the first three - five months of their employment, is one of the keys to

More information

PI WorldWIde recruitment and retention trends survey Q2 2015

PI WorldWIde recruitment and retention trends survey Q2 2015 PI Worldwide Recruitment and Retention Trends Survey Q2 2015 Respondent Details Industries Variety of industries, with the majority of respondents from Business Support and Logistics, Education, Finance

More information

Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment

Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment Inducting New Employees Automating the Induction Process to Realise Significant Return on Investment Studies by SHRM have proven the value of implementing a strong induction program within an organisation

More information

PERFORMANCE & DEVELOPMENT PLANNING (PDP) RETURN ON INVESTMENT (ROI) ASSESSMENT

PERFORMANCE & DEVELOPMENT PLANNING (PDP) RETURN ON INVESTMENT (ROI) ASSESSMENT iedex online Pty Ltd ABN 65 081 927 513 PERFORMANCE & DEVELOPMENT PLANNING (PDP) RETURN ON INVESTMENT (ROI) ASSESSMENT iedex Pty Ltd 2/17 Raglan Street South Melbourne VIC 3205 www.iedex.com.au Phone :

More information

IT Workforce. Your onboarding program has the potential to increase retention, productivity and revenue

IT Workforce. Your onboarding program has the potential to increase retention, productivity and revenue IT Workforce Planning Perspectives TEKsystems, a leading provider of IT staffing solutions, IT talent management expertise and IT services, recently surveyed more than 2,400 IT professionals for its quarterly

More information

Don t pigeonhole the potential of 360-degree feedback. part of our We think series

Don t pigeonhole the potential of 360-degree feedback. part of our We think series Don t pigeonhole the potential of 360-degree feedback part of our We think series Contents Contents 2 Two challenges 3 Flexibility of 360 4 Next steps 4 About Head Light 5 2 Ian Lee-Emery, Managing Director,

More information

Take me through the process.

Take me through the process. : What does it take to create an Apprenticeship program? Take me through the process. 10 STEPS TO IMPLEMENT YOUR APPRENTICESHIP PROGRAM 1. Decide what skills you need and what you can provide. To begin,

More information

Human Resources Service Delivery Initiative Findings and Recommendations. Campus Update. November 2014

Human Resources Service Delivery Initiative Findings and Recommendations. Campus Update. November 2014 Human Resources Service Delivery Initiative Findings and Recommendations Campus Update November 2014 Context for the Initiative HR activities touch virtually everyone on the campus and present an area

More information

Reward management We were wrong on pay

Reward management We were wrong on pay Student Self-administered case study Reward management We were wrong on pay Case duration (Min): 45-60 Human Resource Management (HRM) Reward management Worldwide Case summary: Morgan Stanley's CEO says

More information

Strategic Human Resource Management The Value to Your Board

Strategic Human Resource Management The Value to Your Board Strategic Human Resource Management The Value to Your Board Saskatchewan School Boards Association Spring General Assembly April 20, 2012 Presented by: Janice Decelles, BA, CHRP & Daniel Kasun, B.Comm,

More information

Guide to creating a great workplace. Creating a Positive Candidate & New- Hire Experience

Guide to creating a great workplace. Creating a Positive Candidate & New- Hire Experience 01 Guide to creating a great workplace Creating a Positive Candidate & New- Hire Experience Introduction Creating a positive candidate and new-hire experience has become an essential part of attracting

More information

ambulance: management & leadership excellence in care ambulance: management & leadership

ambulance: management & leadership excellence in care ambulance: management & leadership ambulance: management & leadership excellence in care ambulance: management & leadership 1 shifting our focus The process of developing and supporting good management practice and leadership involves getting

More information

Onboarding Program. Supervisor s Guide

Onboarding Program. Supervisor s Guide Onboarding Program Supervisor s Guide Supervisor s Guide Introduction This guide has been developed for supervisors to support an effective and successful onboarding process for new employees. As a supervisor,

More information

Guide to Wellness Action Plans (WAPs)

Guide to Wellness Action Plans (WAPs) Guide to Wellness Action Plans (WAPs) Guide to Wellness Action Plans (WAPs) Developing a Wellness Action Plan (WAP) can help employees to actively support their own mental health by reflecting on the causes

More information

HR2You Business HR Risk Checklist

HR2You Business HR Risk Checklist HR2You Business HR Risk Checklist Have you looked below the surface? Too often a company will run along at full steam and assume everything is ok and there is nothing to worry about in terms of risk with

More information

Workforce Diversity: The Fresh Face of Employment in Canada

Workforce Diversity: The Fresh Face of Employment in Canada Workforce Diversity: The Fresh Face of Employment in Canada Workforce diversity and you Why a diverse workforce is important Canadian employers are making significant strides in inclusive hiring and improving

More information

Learning and Development Hiring Manager Guide For Onboarding A New Manager

Learning and Development Hiring Manager Guide For Onboarding A New Manager Learning and Development Hiring Manager Guide For Onboarding A New Manager www.yorku.ca/hr/hrlearn.html Table of Contents Introduction...1 What is Onboarding?...1 What is the Difference Between Orientation

More information

Right: People Roles Recognition - Culture

Right: People Roles Recognition - Culture Our HR Strategy sion Vi Our ambitious new strategy requires a workforce which can demonstrate speed and agility; to achieve this we need to recruit, develop and retain people with the right skills, knowledge

More information

Appraisals undervalued? Calculate their Return on Investment. part of our We think series

Appraisals undervalued? Calculate their Return on Investment. part of our We think series Appraisals undervalued? Calculate their Return on Investment part of our We think series Contents Contents 2 Next steps 4 About Head Light 4 2 Ian Lee-Emery, Managing Director, explores how to demonstrate

More information

Hiring and Managing Staff Call Centers for Mobile Financial Services

Hiring and Managing Staff Call Centers for Mobile Financial Services Hiring and Managing Staff Call Centers for Mobile Financial Services Human Resource Requirements 1. Create call center guidelines 2. Write Job descriptions for all positions in the call center 3. Develop

More information

The How, What, When and Why of On-Boarding

The How, What, When and Why of On-Boarding The How, What, When and Why of On-Boarding An ebook By Debbie Edmondson Cohesion Recruitment What is On-boarding? On-boarding is a really key part of your engagement process, and needs organisational buy-in

More information

SilkRoad & HRZone Onboarding Survey Results

SilkRoad & HRZone Onboarding Survey Results TalentTalk A SilkRoad TalentTalk Report SilkRoad & HRZone Onboarding Survey Results 2 // SILKROAD & HRZONE ONBOARDING SURVEY RESULTS INTRODUCTION The importance of onboarding should never be underestimated.

More information

The Essentials of Employee Onboarding! Presented by Drew Stevens!

The Essentials of Employee Onboarding! Presented by Drew Stevens! The Essentials of Employee Onboarding! Presented by Drew Stevens! Worker Productivity! Worker productivity is a large issue that can stunt an organization╩╝s growth.! Too busy! Lack of funds! Lack of time!

More information

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS

Vd.11ETS. Supervisor Guide to Onboarding Veterans and Military Service Members. U.S. Department ofveterans Affairs YOUR GATEWAY TO VA CAREERS Vd.11ETS YOUR GATEWAY TO VA CAREERS Supervisor Guide to Onboarding Veterans and Military Service Members I U.S. Department ofveterans Affairs Message from the Veteran Employment Services Office (VESO)

More information

Developing a Workforce Plan: Setting the Foundation

Developing a Workforce Plan: Setting the Foundation Developing a Workforce Plan: Setting the Foundation Presented by Stacie Abbott, Workforce Planning Coordinator Brandon Littlejohn, Statewide Recruiter Erica Salinas, Analyst Danielle Metzinger, Analyst

More information

Why should we hire a female apprentice?

Why should we hire a female apprentice? : Consider a female apprentice. Why should we hire a female apprentice? We re glad you asked, because hiring women is a brilliant way to solve the growing shortage of skilled workers. It s not just about

More information

Performance Management Toolkit for Leadership

Performance Management Toolkit for Leadership Goal Setting The SMART Model Performance Management Toolkit for Leadership Goals should be designed to clearly communicate employee performance results for the year. Each individual goal should include

More information

Workforce Development Pathway 8 Supervision, Mentoring & Coaching

Workforce Development Pathway 8 Supervision, Mentoring & Coaching Workforce Development Pathway 8 Supervision, Mentoring & Coaching A recovery-oriented service allows the opportunity for staff to explore and learn directly from the wisdom and experience of others. What

More information

Career Management. Succession Planning. Dr. Oyewole O. Sarumi

Career Management. Succession Planning. Dr. Oyewole O. Sarumi Career Management & Succession Planning Dr. Oyewole O. Sarumi Scope of Discourse Introduction/Background Definitions of Terms: Career, Career Path, Career Planning, Career Management. The Career Development

More information

WWL People Strategy 2015/16 2018/19. Page 1 of 7. Version 0.3 (March 2015)

WWL People Strategy 2015/16 2018/19. Page 1 of 7. Version 0.3 (March 2015) WWL People Strategy 2015/16 2018/19 Version 0.3 (March 2015) Page 1 of 7 Contents Page 1.0 Mission Statement 3 2.0 Strategic Goals 3 3.0 Themes 3 3.1 Attract, Retain & Develop talented staff who embody

More information

ONBOARDING A NEW EMPLOYEE PDF

ONBOARDING A NEW EMPLOYEE PDF ONBOARDING A NEW EMPLOYEE PDF ==> Download: ONBOARDING A NEW EMPLOYEE PDF ONBOARDING A NEW EMPLOYEE PDF - Are you searching for Onboarding A New Employee Books? Now, you will be happy that at this time

More information

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager)

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager) Case study Dealing with staff turnover a case study on getting and keeping the right people This case study looks at the experience of a high tech organisation that aimed to improve its staff retention..

More information

The Complete Talent Management Solution. End-to-end Talent Management silkroad.com Talent Acquisition Talent Development HRMS Talent Portal

The Complete Talent Management Solution. End-to-end Talent Management silkroad.com Talent Acquisition Talent Development HRMS Talent Portal The Complete Talent Management Solution End-to-end Talent Management silkroad.com Talent Acquisition Talent Development HRMS Talent Portal What is OpenHire? SilkRoad OpenHire is an online recruiting management

More information

GENDER DIVERSITY STRATEGY

GENDER DIVERSITY STRATEGY GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable

More information

Onboarding and Engaging New Employees

Onboarding and Engaging New Employees Onboarding and Engaging New Employees Onboarding is the process of helping new employees become full contributors to the institution. During onboarding, new employees evolve from institutional outsiders

More information

creating an Onboarding Process a SilkRoad technology ebook

creating an Onboarding Process a SilkRoad technology ebook creating an Onboarding Process a SilkRoad technology ebook 1 SILKROAD TECHNOLOGY CREATING AN ONBOARDING PROCESS Onboarding A systematic and comprehensive approach to integrating a new employee with a company

More information

10/19/2015 PRACTICE MANAGEMENT TRACK. This is a high turnover industry. EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR

10/19/2015 PRACTICE MANAGEMENT TRACK. This is a high turnover industry. EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR PRACTICE MANAGEMENT TRACK EMPLOYEE SELECTION AND ONBOARDING - BEST PRACTICES Cris Kane Hurst, CVT, SPHR This is a high turnover industry. 1 The national average for all industries in our region is somewhere

More information

Talent Management Framework

Talent Management Framework Introduction 1 The Council has agreed an Organisational Development (OD) Strategy with an overall aim to help the Council achieve its vision of building a world class city for everyone, with an ambition

More information

ONBOARDING EMPLOYEE PDF

ONBOARDING EMPLOYEE PDF ONBOARDING EMPLOYEE PDF ==> Download: ONBOARDING EMPLOYEE PDF ONBOARDING EMPLOYEE PDF - Are you searching for Onboarding Employee Books? Now, you will be happy that at this time Onboarding Employee PDF

More information

Helping employers create lasting employee relationships

Helping employers create lasting employee relationships KELLY SERVICES PRESENTS Insight for human resource and staffing professionals THE KELLY INTELLIGENCE REPORT Helping employers create lasting employee relationships Six Strategies for Effective On-boarding

More information

pm4dev, 2007 management for development series Project Management Organizational Structures PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS

pm4dev, 2007 management for development series Project Management Organizational Structures PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS pm4dev, 2007 management for development series Project Management Organizational Structures PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS PROJECT MANAGEMENT FOR DEVELOPMENT ORGANIZATIONS A methodology

More information

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY Version Date: 18 November 2014 Approved by: Human Resources Committee HUMAN RESOURCES STRATEGY 1.0 Introduction 1.1 The merger of Aberdeen and Banff

More information

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy Lifestreams Christian Church (LCC) Child Care Centre Educator/Staff Performance Management Policy Policy Number: /2013 Rationale and Policy Considerations The education and care service understands that

More information

CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com

CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com CORPORATE LEADERSHIP COUNCIL JULY 2005 www.corporateleadershipcouncil.com LITERATURE Integrating Performance Management and Talent Review Processes Finding 1: Performance management involves the entire

More information

RECOGNIZING ABILITIES, CREATING OPPORTUNITIES. Strategic Plan 2015-2017

RECOGNIZING ABILITIES, CREATING OPPORTUNITIES. Strategic Plan 2015-2017 RECOGNIZING ABILITIES, CREATING OPPORTUNITIES Strategic Plan 2015-2017 Executive Summary As a result of the national and a local economic crisis, Arizona Rehabilitation Services Administration (AZRSA)

More information

NEW HIRE ONBOARDING CHECKLIST FOR SUPERVISORS

NEW HIRE ONBOARDING CHECKLIST FOR SUPERVISORS Congratulations! Now that you have selected the best candidate, onboarding is a great opportunity to make a continued positive impression and to introduce your new employee to the wonderful traditions,

More information

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction.

Process Guide TALENT MANAGEMENT. This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. TALENT MANAGEMENT Process Guide This document is protected by copyright. The consent of the copyright owner must be obtained for reproduction. Innovation & Growth Nova Scotia Public Service Commission

More information

The Future: Succession Planning, Competencies and Staff Development. Session Objectives. Succession Planning

The Future: Succession Planning, Competencies and Staff Development. Session Objectives. Succession Planning The Future: Succession Planning, Competencies and Staff Development Amy R. Hurd, Ph.D., CPRP Illinois State University Cindy A. Curtis, CPRP Director City of Virginia Beach Session Objectives Identify

More information

UTeam Onboarding Essentials

UTeam Onboarding Essentials UTeam Onboarding Essentials Onboarding Essentials Table of Contents Onboarding Essentials Overview Page 3 RISE Values Page 4 Timeline Of Activities Page 5 Hire For Fit Page 9 Overview Role of the Hiring

More information

Guide To Employee Onboarding Programs. How To Engage New Hires From Day One

Guide To Employee Onboarding Programs. How To Engage New Hires From Day One Guide To Employee Onboarding Programs How To Engage New Hires From Day One The business environment moves fast. It is constantly evolving. New technologies are introduced, processes are optimized, and

More information

OBJECTIVES. To discuss what succession planning is. To discuss what succession planning is NOT. To discuss why is succession planning needed?

OBJECTIVES. To discuss what succession planning is. To discuss what succession planning is NOT. To discuss why is succession planning needed? SUCCESSION PLANNING OBJECTIVES To discuss what succession planning is To discuss what succession planning is NOT To discuss why is succession planning needed? To discuss the basics of succession planning

More information

Human Resources Pillar

Human Resources Pillar Human Resources Pillar Policy No. 5.0 Date Approved: Dec. 2012 Projected Review Date: Dec. 2016 PURPOSE: Hamilton-Wentworth District School Board (HWDSB) believes that attracting, recruiting and retaining

More information

ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION

ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION O.C. Tanner Company White Paper ONBOARDING: EARLY ENGAGEMENT THROUGH RECOGNITION Why Today s Best Companies are Using Recognition to Foster New Hire Engagement and Lower Turnover In today s competitive

More information

ACT PUBLIC SERVICE. Whole of Government Performance Framework Guidance Statement

ACT PUBLIC SERVICE. Whole of Government Performance Framework Guidance Statement ACT PUBLIC SERVICE Whole of Government Performance Framework Guidance Statement Table of Contents Contents...2 INTRODUCTION BY THE HEAD OF SERVICE AND COMMISSIONER FOR PUBLIC ADMINISTRATION 3 1. THE ACTPS

More information

Training Programs for Enterprise-Wide Change

Training Programs for Enterprise-Wide Change Training Programs for Enterprise-Wide Change Top Five Requirements for Programs that Deliver Prepared by VisionCor, Inc. 1 Contents Summary... 3 Before We Get Started... 3 Program Principles... 4 Business

More information

Evaluating Performance. A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation

Evaluating Performance. A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation Evaluating Performance A Guide to Non-Instructional Academic Staff, Limited, and Exempt Classified Employee Evaluation Training Agenda Why do Performance Evaluations? Employee and Supervisor Roles in Performance

More information

Performance management the key to ensuring effective staff

Performance management the key to ensuring effective staff Performance management the key to ensuring effective staff How do you get the best out of your staff? What factors are key in people achieving what they need to achieve -- being effective in their role?

More information

Survey findings. Executive Summary. Subject: Onboarding

Survey findings. Executive Summary. Subject: Onboarding 2012 Survey findings Executive Summary Subject: Onboarding To drive successful business outcomes, it is critical to evaluate IT initiatives within the context of the broader market environment. TEKsystems

More information

of all hourly workers leave new jobs within the first 4 months of employment. of external senior hires fail within the first 18 months.

of all hourly workers leave new jobs within the first 4 months of employment. of external senior hires fail within the first 18 months. OnBoard Overview At KPMG, we ve created an employee onboarding solution developed directly out of the expertise we bring to clients every day. KPMG OnBoard offers a new perspective on an age-old problem:

More information

Managers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1

Managers Self- Assessment Questionnaire. HWDSB Managers Self-Assessment: September 2012 1 Managers Self- Assessment Questionnaire HWDSB Managers Self-Assessment: September 0 How to Use This Self-Assessment This self-assessment questionnaire is intended to help managers focus on and evaluate

More information

Failing to research your options before purchasing.

Failing to research your options before purchasing. A publication of 10 S LAW FIRMS MAKE WITH THEIR PRACTICE MANAGEMENT SYSTEM // 2 #1 Failing to research your options before purchasing. Many law firm managers simply buy the program that a buddy from law

More information

Managing Your Career Tips and Tools for Self-Reflection

Managing Your Career Tips and Tools for Self-Reflection Managing Your Career Tips and Tools for Self-Reflection Your career may well be the primary vehicle for satisfying many of your personal needs, i.e. your need to feel a sense of belonging, to feel appreciated

More information

EMPLOYEE ONBOARDING PDF

EMPLOYEE ONBOARDING PDF EMPLOYEE ONBOARDING PDF ==> Download: EMPLOYEE ONBOARDING PDF EMPLOYEE ONBOARDING PDF - Are you searching for Employee Onboarding Books? Now, you will be happy that at this time Employee Onboarding PDF

More information

HR Technology Trends By Wilson Ten wilson@sandfil.com. SandFil International Right Talents, Right Results

HR Technology Trends By Wilson Ten wilson@sandfil.com. SandFil International Right Talents, Right Results HR Technology Trends By Wilson Ten wilson@sandfil.com TM Right Talents, Right Results What are the new challenges in HR? They Don t Understand We Can Deliver Deloitte's Aligned at the Top study says: "there

More information

FIVE LASER-FOCUSED TALENT STRATEGIES TO BUILD A HIGH-PERFORMING SALES TEAM

FIVE LASER-FOCUSED TALENT STRATEGIES TO BUILD A HIGH-PERFORMING SALES TEAM FIVE LASER-FOCUSED TALENT STRATEGIES TO BUILD A HIGH-PERFORMING SALES TEAM FIRST WHO, THEN WHAT In Jim Collins NY Times Best Seller, Good to Great, there s a chapter called First Who, Then What. In it,

More information

SKILLED, ENGAGED & MOTIVATED STAFF

SKILLED, ENGAGED & MOTIVATED STAFF Leadership and Management Capability Flexibility of Staff SKILLED, ENGAGED & MOTIVATED STAFF Skills Assurance Reward and Recognition Scottish Court Service People Strategy 2012 2015 1 Why have a People

More information

EMPLOYEE ORIENTATION TOOLKIT DAY WEEK MONTH QUARTER YEAR CAREER M THE MANAGER GUIDE. Employee Orientation Toolkit

EMPLOYEE ORIENTATION TOOLKIT DAY WEEK MONTH QUARTER YEAR CAREER M THE MANAGER GUIDE. Employee Orientation Toolkit EMPLOYEE ORIENTATION TOOLKIT DAY WEEK MONTH QUARTER YEAR CAREER M THE MANAGER GUIDE Employee Orientation Toolkit EMPLOYEE elcome ORIENTATION TOOLKIT DAY WEEK MONTH QUARTER YEAR CAREER M Manager Roles The

More information

What specific talent groups will be necessary to achieving strategic business goals?

What specific talent groups will be necessary to achieving strategic business goals? NORTH AMERICAN CRITICAL TALENT FEB 2014 INTRODUCTION In August 2013, Mercer surveyed Canadian and US organizations regarding their critical talent practices. As the economy cautiously rebounds, global

More information

How to engage and empower managers and staff in succession/career planning.

How to engage and empower managers and staff in succession/career planning. Succession Planning and Career Empowerment It s Everyone s Job How To Ensure Success In Succession OMHRA-Fall Conference September 12, 2014 Presented by: Rebecca Heaslip, Overview How to engage and empower

More information

The Real Cost of a Bad Hire

The Real Cost of a Bad Hire On average, employee turnover cost U.S. businesses an estimated $300 billion. 1 The staggering cost of employee turnover can be viewed as simply the cost of doing business, however, additional damage occurs

More information

New Employee Onboarding Supervisor s Resource

New Employee Onboarding Supervisor s Resource New Employee Onboarding Supervisor s Resource A guide to your role in the new employee onboarding process Last updated: 11/4/2013 For more information or consultation, contact: Christine Ray, Onboarding

More information

Work Life Integration Definitions

Work Life Integration Definitions CORD Resident Track 2012: Work Life Integration Julie Welch, MD Indiana University Emergency Medicine jlwelch@iupui.edu Work Life Integration Definitions 1. WORK (List the key aspects of your work including

More information

From Capability To Profitability Talent management a priority for the C-Suite. London, 3 rd November 2015

From Capability To Profitability Talent management a priority for the C-Suite. London, 3 rd November 2015 From Capability To Profitability Talent management a priority for the C-Suite London, 3 rd November 2015 Contents 1 The challenge of talent management 2 Select Top-of-the-Agenda talent trends 3 Example:

More information

1 Executive Onboarding Reward vs. Risk

1 Executive Onboarding Reward vs. Risk 1 Executive Onboarding Reward vs. Risk Gerard F. McDonough and Becky Choi, J.D. LEADFIRST LEARNING SYSTEMS, LLC Challenging Transitions It would seem that as professionals become more advanced in their

More information

New Employee Onboarding Checklist

New Employee Onboarding Checklist New Employee Onboarding Checklist Combat new employee challenges and increase staff engagement and retention. Implement a robust onboarding program. Use this checklist to make sure your new hire quickly

More information