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Business Case for beyondboarding (pre-boarding onboarding post-boarding)

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Presentation on theme: "Business Case for beyondboarding (pre-boarding onboarding post-boarding)"— Presentation transcript:

1 Business Case for beyondboarding (pre-boarding onboarding post-boarding)

2 "Layoffs, cutbacks and stress inflicted on employees in the economic downturn have left many of them discontented and disengaged. As this pent-up frustration is released, the impact on businesses, their work forces and their customers will be pronounced." - Jon Picoult, New York Times "Turnover Storm"Turnover Storm

3 Given The Landscape … How Do You Ensure Your Organization... Effectively integrates acquired and hired employees and builds engagement? Attracts the right talent with the right skills, in the right locations, at the right times? Retains top talent in a globally competitive talent market?

4 Companies must respond to these challenges with innovative sourcing, recruitment, onboarding and development programs

5 Did You Know… Manpower's 2010 Talent Shortage Survey said 31 percent of employers worldwide have difficulty filling positions due to the lack of suitable talent available in their markets, an increase of 1 percent over last year's survey. The immediate problem is not the number of potential candidates – it is a talent mismatch. There are too few sufficiently skilled people in the right places at the right times. Manpower's 2010 Talent Shortage Survey Employers are seeking more specific skill sets and combination of skills, and it's not just technical capabilities alone. It's a combination of critical thinking skills or other qualities that will help drive the company forward. (Manpower's 2010 Talent Shortage Survey)Manpower's 2010 Talent Shortage Survey Key talent findings from PwC's 14th Annual Global CEO Survey show that talent is the top priority for CEOs, moving up from third on the agenda in last year's survey.Global CEO Survey Current Landscape

6 89 percent of new hires lack the institutional knowledge required to get up to speed quickly and become effective on the job within their first 90 days. (DDI White Paper)DDI Nearly 15 percent of new employees consider quitting after the first day because of a poor initial experience. (Taleo: 10 Talent Management Best Practices for 2011)Taleo: 10 Talent Management Best Practices for 2011) More than 20 percent of employee turnover occurs in the first 45 days. (Wynhurst Group, an Arlington, Virginia based Human Resources firm) New employees who went through a structured onboarding program were 58 percent more likely to be with the organization after three years. (Wynhurst Group, an Arlington, Virginia based Human Resources firm) Some 27 percent of employees deemed "high potential" said they plan to leave within the year. That rate of dissatisfaction is rising "precipitously" as the economy stabilizes, says Jean Martin, executive director of the CEB's Corporate Leadership Council, up from just 10 percent in 2006 and increasing at twice the rate of the general employee population. (How To Keep Your Star Employees)How To Keep Your Star Employees And Consider This … Current Landscape

7 The solution … beyondboarding

8 What is beyondboarding? A talent development approach that goes beyond orientation and takes a strategic and long-term approach to employee and organizational growth and development. It gives companies the tools and processes to develop valuable employees that can grow with the organization. Its three-phased initiative to talent management and development.

9 ? Why beyondboarding? Organizations today must create a company culture that nurtures employees throughout their career with them. This begins with an understanding of what's needed when selecting new talent, and continues through the hiring process and for the duration of the employees' service to the company. It provides companies who are facing competitive challenges with innovative recruitment, retention and development programs. It helps create talent ambassadors among employees to increase an organization's hiring power. It goes beyond the day-to-day to longer-term support that truly nurtures people.

10 The first phase of beyondboarding. Incorporates talent acquisition and staffing, as well as assessing or creating a global mobility (globility) strategy. Pre-boarding Onboarding Post-boarding The third phase of beyondboarding Takes over once the formal onboarding process is complete and includes innovative approaches to the development process. The second phase of beyondboarding. Starts once an individual accepts the job offer or new assignment and continues through the first year of employment. beyondboarding Components

11 beyondboarding Snapshot Pre-boarding Onboarding Post-boarding It is critical to identify the type of talent you need before recruiting. 24 percent of hiring managers said a single bad hire cost their business more than $50,000 in the last year. To avoid costly hiring mistakes, spend time vetting potential employees and hiring only those who blend with the company's culture. Onboarding programs impact a new employee's decision to stay with your organization. Gaining company and job knowledge from Day 1 helps employees be productive. Creating a culture of commitment and engagement leads to organizational success. Talent management must be a key organizational initiative. HR and learning professionals should own talent management for the enterprise. Investment in learning should remain stable.

12 beyondboarding: A Best-in-Class Process Begins during the acquisition and staffing process and incorporates mobility and talent planning Improves employee retention, satisfaction and productivity Decreases time to productivity Provides simple tools that are flexible and easy to use Ensures a new hires first 90+ days are productive, effective and motivating Incorporates talent development and retention

13 Why is beyondboarding Critical for Your Organization? Provides a strategic integration process for immersion into your business and culture Clearly translates the value proposition and our attractiveness as an employer Helps attract, retain and develop new talent while inspiring existing employees Strategically integrates new hires quickly and effectively into the organization, reducing time to productivity Enables your organization to be recognized as a global Employer of Choice

14 B E N E F I T S Reap the Benefits of beyondboarding Pre-boarding Onboarding Post-boarding Organizations that integrate beyondboarding realize a culture of: attraction engagement learning and development inclusion empowerment community

15 To learn more about changing your culture with beyondboarding … Contact: WOW! transformations


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