Virtual Bootcamp 2018 - Hiring, Onboarding, Managing & Retention (Best Practices)
20 Mar 2018
- 01:00 PM EST
390 Minutes

Complete guide on best practices for HR Management.- Join this HR Series on Recruiting, Onboarding, Managing performance & Retention Best Talent.

Virtual Bootcamp 2018 - Hiring, Onboarding, Managing & Retention (Best Practices)

Wes Pruett, owner of HR Advisors LLC brings over 35 years of professional level HR experience helping business solve people-related challenges. Prior to forming HR Advisors he held a senior leadership role at Mayo Clinic Health System - Fairmont.

With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, Marcia provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability. 

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Complete guide on best practices for HR Management.- Join this HR Series (5 Classes) on Recruiting, Onboarding, Managing performance & Retention Best Talent.

Module 1 Best practices for hiring the best and right talent (March 20th 2018, 1 PM EST - 90 Minutes)

Regardless of skill, hiring a person who is a bad fit is wrong decision. In fact, traditional interviewing predicts future success by only 10%. With a bad fit, the employee is never going to reach optimum performance, be fully engaged, and they are likely to leave. The company is then left with another expensive recruitment along with the disruption of having talent walk out the door. (Recruiting expenses are typically 50 – 100% of an individual’s annual salary). The minute a new employee walks in the door they begin to evaluate whether they made a good decision (70% of new hires make the decision to stay at or leave an organization within their first six months). If it is a poor fit they never become engaged and typically they turnover quickly leaving you to pick up the pieces. The solution is to implement strategies that identify the right talent (skills and abilities) and the right fit (personally, culturally, and socially).

In This Webinar-Module 1, You Will Learn

  • Learn the “SOAR” method for creating Behavioral Based Interviewing
  • Receive 43 Behavioral Based Interview Questions
  • Top 10 Tips for Interviewers
  • 15 Key Competencies to Add to Your Job Description and Include in Interviews
  • Understand source of interviewer rater errors
  • How to link corporate values to employee selection
  • How to interview for “best fit”
  • How to integrate onboarding into the initial phase of recruiting
  • The 4 “C’s” or onboarding
  • Why mission, vision, value, and culture matter and how to fold them into onboarding and recruiting
  • How onboarding during recruitment impacts retention and engagement
  • What are Realistic Job Previews and why the matter
  • How to leverage self-selection to assure the best fit
  • Factors to consider in creating Realistic Job Previews
  • Best practices that appeal to millennials Session

Participants Will Receive

  • 43 Behavioral Based Interview Questions
  • Competencies for Job Descriptions and Interviewing
  • 50 Onboarding best practices
  • Onboarding assessment

Module 2 - On-boarding New Hires: How to Get Them Quickly Up to Speed  March 23rd, 2018 at 1 PM EST, 60 Minutes

Overview
You’ve made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what?
If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth and length of these programs. The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players.
What does yours do? And do you even have an onboarding program?
Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution.
Remember, you never get a second chance to make a good first impression. Onboarding isn’t just about facts; it’s about feeling, too. Effective onboarding programs provide an experience which helps new hires and leaders affirm that they made the right career move. 

This webinar, Module 2 will cover what you need to ensure your organization is building a stable, committed productive workforce from the start

Learning Objective
Robust onboarding programs help your talent get up to speed faster and deter them from leaving for greener pastures. The learning objectives are:
• Learn six mistakes to avoid in your new hire onboarding process
• Review best practices in executive onboarding accelerating executive success
• Understand three onboarding approaches to integrate the new hire into their job and organization
• Review an onboarding 90 day timeline with key tasks and tools to measure goals and milestones
• Identify the top derailers for the critical stakeholders: the manager, the new leader, human resources
• Learn from focus groups what new leaders consider the top onboarding issues and ways to ensure success

Learning Benefits
• Is your hiring and onboarding process costing you unnecessarily? Did you know….
• Nearly 1/3 of people are job searching within six months of employment
• Almost 1/3 of externally hired executives miss expectations in the first two years
• With 10-15% annual attrition, companies lose about 60% of their entire talent base within four years.

Module 3 - Employee Performance Management: Managing performance effectively at March 30th, 2018 at 1 PM EST, 90 MInutes

Overview
This training program will highlight the steps for conducting disciplinary investigations. It will discuss how to hold employees accountable for sustained change and detail a simple system for determining how to coach employees. It will also focus on Performance Improvement Plans (PIPs) and how progressive discipline policies can hurt you.

This webinar, Module 3 is designed to give managers insight and tools for effectively dealing with performance issues. It is a challenging job but with the right preparation, we can hold employees accountable and improve our organizations

Areas Covered in the Webinar
• How to start off on the right foot by creating clear expectations
• How poor performance effects organizational performance and work environments
• How progressive discipline policies can hurt you
• Why probationary periods may be a bad idea
• What is employment-at-will and when can you use it?
• The key concepts in just cause
• Steps for conducting disciplinary investigations
• How to hold employees accountable for sustained change
• A simple system for determining how to coach employees
• Dealing with difficult people
• 11 barriers supervisors face in managing behavior
• Methods for objectively documenting Toxic Attitude Syndrome
• How to prepare for termination
• How to prepare for and conduct a disciplinary meeting
• Performance Improvement Plans - receive a sample form
• Setting SMART goals for employee performance
• How to use last chance warnings

Hand-Outs
• Copy of the presentation
• A termination checklist
• A sample Performance Improvement Plan (PIP) form
• A sample investigation questionnaire form

Module 4 - How to Conduct Stay Interviews: Retain Your Great Employeesat April 3rd, 2018 at 1 PM EST, 60 Minutes

Stay interviews are also conducted during generalized situations. These may not be related directly to the specific employee, but could be triggered by events that have a direct bearing on the likeliness or otherwise of the employee’s continuance::

When the company is looking to retain core employees during an acquisition, takeover or merger
In times of general economic downturn or slowdown.

Why should you Attend Module 4: Stay interview best practices - A recent Harvard Business Review article 'How to Keep Your Top Talent' warns that 25% of your top talent plans to jump ship in the next year. The results for engagement and effort are even more alarming, since about a third of employees surveyed admit to phoning it in at work. That's bad news if you believe that staying competitive relies on the passion, drive and creative energy of talented people. 

Join this informative session by expert speaker Marcia Zidle where she will help you understand the benefits of stay interviews. This session will provide you with a more in-depth understanding of the employee’s current motivation and offer you the opportunity to quickly reinforce the positives and deal with the employee’s concerns. You will understand how they can help motivate and engage your employees. When a manager takes the time to ask an employee about their job and their goals, it sends the message that the organization cares about and values the employee’s contributions. Stay interviews also focus on one single employee’s opinions, thoughts and ideas. They are different from engagement surveys which are focused on groups. Therefore, stay interviews can help you acknowledge the importance of individual employees.

Session Highlights

• Five benefits of stay interviews
• The problem with exit interviews
• Tool kit for conducting stay interviews
• Ten stay interview questions you can use and adapt
• How to deal with the five top demotivating situations
• How to build a simple, yet individualized, stay plan for each employee
• Why follow-up and accountability is important for the success of stay interviews

Session Objectives - Stay interview best practices

You will learn to:

• Identify five key factors that impact an employee’s desire to stay or leave
• Recognize four possible “triggers” that cause the employee to consider leaving
• Learn how to ask probing questions and conduct effective, efficient stay interviews
• Survey a list of eight retention actions to increase employee’s loyalty and commitment
• Review a sample of stay interview questions and develop your own customized list to ask

Module 5 - Employee Retention Strategies : Keeping Top Millennial Performers at April 10th, 2018 at 1 PM EST, 90 Minutes

Why Should you Attend Module 5: Effective Employee Retention Strategies

Millennials outnumber seniors at work currently, and by 2020 they'll comprise 50% or the office.

Keeping staff is a problem of nearly every organization. Greater than desired turnover needs considerable resources to recruiting and the nagging problem is manufactured worse by day-to-day staffing shortages. Improved retention is the answer to gradual the turnstile of heading and approaching staff.

It's no key that increasingly more Millennials are hopping in one career to some other. Actually, 91% of Millennials be prepared to stay in employment less than 3 years (Forbes) and the price of replacing a millennial employee varies from $15,000 - $20,000. (Millennial Branding) Needless to say, retaining the right Millennial talent has never been more important.

Areas Covered: Employee Retention Strategies :

  • Why Millennial employees stay or leave
  • How to measure turnover
  • The relationship of compensation to employee satisfaction and motivation
  • The relationship of leadership to retention and turnover
  • How to create a workplace "community"
  • Why recruitment and interviewing are important in managing turnover
  • The importance of "Stay interviews"
  • 135 ideas for reducing turnover
  • 10 steps toward great retention
  • Ideas for more effective onboarding
  • Importance of realistic job previews
  • 7 steps to giving effective recognition
  • Linking benefits to retention
  • The 5 components of the retention model
  • Keys for millennial retention

Learning Benefits: Effective Employee Retention Strategies

  • Cite factors that contribute to Millennial employee turnover
  • Identify strategies for retaining employees
  • Understand the link between leadership, employee satisfaction, and turnover
  • Measure employee turnover
  • Cite three factors that contribute to employee motivation
  • Understand the priorities of the Millennial generation

Bonus Material
Participants will receive a toolkit for conducting retention interviews. The toolkit will contain:
• Supervisor’s pre-interview form to set the stage for the interview.
• Staff retention interview questionnaire
• Retention Interview Form with specific questions in 10 key areas including an individualized retention plan for each employee.

At the Q&A session following the live event, ask a question and get a direct response from our expert speaker

Important Note

  1. For Live webinar attendee, you can find webinar joining details at user dashboard. (Create an account)
  2. Live webinar attendees can download the participation certificate & credit points from dashboard after approval.
  3. For Web download - You can download recorded video & handouts from user dashboard after Live webinar session.

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