2015 Strategic Talent Onboarding


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HRCI Approval
This program, has been approved for 12 (HR (General)) re-certification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR
re-certification through the HR Certification Institute.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

 

 

Onboarding is traditionally thought of as the process in which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. However, some organizations don’t have a formal onboarding strategy other than signing the necessary paperwork to become an official part of the company, and being shown where their desk is. Or, if the organization does have a strategy in place, chances are they struggle with at least a few challenges including; how to make it an engaging experience, and successfully demonstrating their culture.

No matter how advanced (or behind) the onboarding strategy is - there is always room for improvement Onboarding sets the tone of the new employee’s journey with the company. A positive experience will yield such benefits as higher retention rates and brand ambassadors, while a negative experience will create dissatisfaction from the start. Whether good or bad, onboarding touches each part of the talent life-cycle. Those that aren’t treating onboarding as a strategic initiative, starting during the recruitment process, are missing out on an incredible way to ensure high engagement and retention levels, a positive culture, and a high-performing workforce.

We Will Discuss:

  • Mini-Workshop: Understanding the Science, Psychology and Importance of Successful Onboarding, and Where to Start
  • Making a Case for Buy-in and Investment
  • How Onboarding Impacts Retention
  • Executive Onboarding Best Practices
  • The Difference between Mentors and Ambassadors
  • Setting Expectations during Recruiting
  • How to Create an Engaging Onboarding Experience
  • Strategies to Reduce Tactical Obligations, and Create More Time for Strategic Onboarding
  • Culture and Socialization (Formal and Informal)
  • Development and Training for New Hires from the Same, and Different Industries
  • Using Assessments to Match New Hires with Team Members
  • How to Learn from Epic Failures
  • Keeping New Hires Engaged

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DAY ONE

Workshop: Part A
Understanding the Science, Psychology and
Importance of Successful Onboarding and
how to Communicate its Importance to Aid in Buy-In

Dr. Mia Mulrennan, I/O Psychologist,
President and Chief Motivations Mapper,
Rave-Worthy

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Workshop: Part B
Understanding the Science, Psychology and
Importance of Successful Onboarding and
how to Communicate its Importance to Aid in Buy-In

Dr. Mia Mulrennan, I/O Psychologist,
President and Chief Motivations Mapper,
Rave-Worthy

Jumpstart Onboarding: 7 Elements of a Great New-Hire Orientation

Jason Weeman, Senior Program Manager, Global Onboarding, LinkedIn

Accelerated Executive Onboarding Strategies

Brian Jenkins, Senior Human Resources Manager,
Texas Instruments

 Award-Winning
Genscape’s Award-Winning Onboarding Process:
Simple Strategies You Can Launch Today

Merabeth Martin, Human Resources Manager,
Genscape, Inc.

 
Setting Onboarding Expectations:
The Role of Recruiters and Hiring Managers

Robin Schooling, Managing Director
and Strategist, Silver Zebras, LLC

DAY TWO

Re-crafting Onboarding during
Large-scale Change

Judy Dutton, Director, Learning & Organization Development, eBay Inc.

How Brand Ambassadors Can Enhance
the Onboarding Life-Cycle

Colleen J. McManus, Chief Human Resources Officer,
State of Arizona

Panel: Onboarding Epic Fails

Moderator:
Michael DeMarco, Lead Developer,
Human Capital Education,
Talent Management Alliance (TMA)

Panelists:
Jason Weeman, Senior Program Manager,
Global Onboarding at LinkedIn
Robin Schooling, Managing Director and Strategist,
Silver Zebras, LLC

Hiring, Onboarding, and Leveraging the Skills
of Individuals with Autism

Jose Velasco, Vice President, Operations
& Strategy and Head, Autism at
Work Initiative, SAP

A Roadmap for Creating Development
and Training Programs for New Hires
Based on their Individual Needs

Michael DeMarco, Lead Developer,
Human Capital Education,
Talent Management Alliance (TMA)

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Enjoy Exclusive Access To Conference Materials!

Become a TMA Professional Member and receive access to over 200 hours of talent management, recruiting and human resources education via TMA OnDemand education courses and access to select conference presentations from TMA conferences at a fraction of the cost. Multiple seats are available for your entire team. When purchasing multiple seats, the buyer will receive an email with coupon codes that each user can use to create their individual accounts.
For 30 or more seats, please contact us for group discounts.

TMA Cancellation, Postponement and Substitution Policies
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