An effective human resource professional knows that managing employee performance is more than responding to problems, conducting performance reviews, or hiring staff. Performance management begins with an orientation to the organization and the job, and continues on a daily basis as employees are trained and coached.

 

A thoughtful new employee orientation program, coupled with an employee handbook (or website) that communicates workplace policies, can reduce turnover and those reductions save your organization money. Whether your company has two employees or a thousand employees, don’t leave employee retention to chance. Engage them from the moment they are hired; give them what they need to feel welcome, and let them impress you with what they bring to your company. 

 

Course Objectives

• Understand how important an orientation program is to an organization.
• Identify the role of the human resource department in the orientation program.
• Recognize how the commitment curve affects both new employees and their managers.
• Know what companies can do to deliver their promise to new employees.
• Determine the critical elements of effective employee training.
• Establish the importance of having an employee handbook for new and long-term employees.

Session 1: Course Overview

•  Learning Objectives
•  Pre-Assignment
•  Pre-Course Assessment

 Session 2: Finding, Hiring, and Keeping Good People

•  Identifying Tasks
•  Making Connections
•  Making Connections
•  Making Connections

 Session 3: Building Employee Commitment and Engagement

•  The Four Components
•  Making Connections
•  Building Commitment
•  Defining Clarity
•  Defining Roles
•  Clarity Exercise
•  Competence
•  Building Competence
•  Influence
•  Areas of Influence
•  Appreciation

 Session 4: Perception

•  Why Perception is Important
•  Your Perceptions

 Session 5: Fast-Track Orientation

•  Fast-Track Orientation

 Session 6: Designing a Successful Orientation Program

•  Using Your Experience
•  Orientation versus Onboarding
•  Making Connections
•  Making Connections
•  Mistakes to Avoid
•  Appraisal Where There Should Be Bonding
•  Negative Orientation
•  Disregarding the Employee
•  Too Much Pressure, Too Late
•  Summary
•  Making Connections

 Session 7: Characteristics of a Successful Orientation Process

•  Making Connections
•  Making Connections
•  Making Connections
•  Making Connections
•  Making Connections

 Session 8: The Commitment Curve

•  Defining the Curve
•  Understanding the Curve
•  Stages of the Curve
•  Stage One: Uninformed Optimism
•  Stage Two: Informed Pessimism
•  Stage Three: Hopeful Realism
•  Stage Four: Informed Optimism
•  What Can Be Done to Bridge the Commitment Gap?
•  Applying the Curve

 Session 9: Nine Orientation Habits of World-Class Employers

•  Habit One: Some Aspects of Orientation Start Right Away
•  Habit Two: An Orientation Checklist Helps Get Things Done
•  Habit Three: On-the-Job Training Includes Coaching or Mentoring
•  Habit Four: Orientation is a Process, Not an Event
•  Habit Five: Many Stakeholders are Involved
•  Habit Six: Orientation Relates Directly to the Organization’s Business Plan
•  Habit Seven: Orientation is Not Just HR’s Responsibility
•  Habit Eight: Focuses on Honesty, Not Quantity or Quality
•  Habit Nine: Consistency is Maintained

 Session 10: Obtaining Buy-In

•  Obtaining Buy-In
•  Obtaining Buy-In

 Session 11: Employee Training

•  Preparing Effective Training
•  Hints for Effective Training
•  A Final Note
•  Addressing Learner Needs and Expectations
•  Making Connections
•  Learning and Training Styles
•  About the Experiential Learning Cycle
•  Building and Sustaining Interest
•  Repeat Key Points to Aid Retention
•  Provide Opportunities for Participation
•  Encouraging Participation
•  Going the Extra Mile
•  Explain the Importance of the Training
•  Methodology
•  Case Study

 Session 12: Adult Learning

•  Principles of Adult Learning
•  Principles of Adult Learning
•  Principles of Adult Learning
•  Applying the Principles

 Session 13: Working with External Providers

•  Working with External Providers
•  Making Connections

 Session 14: Helping People Make Connections

•  Establishing Good Relationships
•  Making Connections
•  Making Connections
•  Buddy, Please Help Me Out…

 Session 15: Creating Employee Manuals

•  Introduction
•  Body of the Manual
•  Appendices and Index

 Session 16: A Bridge to On boarding

 Session 17: A Personal Action Plan

•  Starting Point
•  Where I Want to Go
•  How I Will Get There
•  Summary

 Post-Course Assessment

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