Onboarding. Strategic Talent. Onboarding for High-Engagement and Retention, a Positive Culture, and High-Performing Workforce

Transcription

1 October 1-2 San Diego, CA 2015 Strategic Talent Onboarding Onboarding for High-Engagement and Retention, a Positive Culture, and High-Performing Workforce

2 2015 Strategic Talent Onboarding 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

3 HRCI Approval This program, has been approved for (HR (General)) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification 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. GUEST CHAIR AND SPEAKER: Michael DeMarco, Lead Developer, Human Capital Education, Talent Management Alliance (TMA) MEET THE SPEAKERS Dr. Mia Mulrennan, I/O Psychologist, President and Chief Motivations Mapper, Rave-Worthy Brian Jenkins, Senior Human Resources Manager, Texas Instruments Robin Schooling, Managing Director and Strategist, Silver Zebras, LLC Judy Dutton, Director, Learning & Organization Development at ebay Inc. Jason Weeman, Senior Program Manager, Global Onboarding at LinkedIn Wendy Smith, Head of New Employee Experiences, NCR Corporation Kevin Finke, Transformation Catalyst, NCR Corporation Jose Velasco, Vice President, Operations & Strategy and Head, Autism at Work Initiative, SAP Merabeth Martin, Human Resources Manager, Genscape, Inc. Colleen J. McManus,Chief Human Resources Officer, State of Arizona NETWORKING OPPORTUNITIES Network with Speaker Faculty and Event Participants including: C-Suite Executives, CHRO, VP HR, SVP HR, COO, CFO, Director, Deputy Directors, Managers and Team Leaders with responsibilities THE TMA DIFFERENCE in: Human Resources, TMA strictly Change enforces Management, attendance Talent Acquisition policy to guarantee & the Recruitment, best Engagement possible & experience Retention, for Leadership our speakers Development, and attendees. Corporate Culture, TMA maintains Human Capital a 70/30 Strategy, split between Organizational practitioners from Development, end Learning user companies & Development and vendors that provide talent management and recruitment solutions.

4 DAY ONE Oct 1, :15-8:30 Chairman s Welcome 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 WORKSHOP To create an engaging and successful onboarding experience it s important to understand the why in why it s important. This interactive workshop will arm participants with the psychology behind the importance of onboarding, helping to understand and communicate the reasons for doing it and doing it well. They will learn how to assess where their current strategies are now and strengthen them in order to reach their overall goal, and how to infuse a sense of belonging, engagement, and loyalty within their onboarding programs. This highly interactive workshop will also help participants with a plan to communicate the importance of onboarding for buy-in for course correction and new strategies that will have a positive impact on the business. 8:30-10:00 Part A 10:00-10:30 Break 10:30-11:15 Part B 11:15-12:00 Genscape s Award-Winning Onboarding Process: Simple Strategies You Can Launch Today Merabeth Martin, Human Resources Manager, Genscape, Inc. Genscape places a significant amount of time and energy into the pre-boarding process, in order to make their first impression the best impression for incoming team members. They believe success begins well before the employee s first day, and have implemented a pre-boarding process to establish a firm foundation for a successful transition. This leads into a top-notch onboarding strategy that includes a mentorship and ambassador program, and an online portal that connects it all together. In this session, Merabeth Martin will share how Genscape has successfully combined technology with a human touch, an excellent mentorship program, and created awareness of collaboration opportunities, as well as provide simple strategies to enhance your company s onboarding program regardless of the size of your workforce. 12:00-1:00 Lunch

5 DAY ONE Oct 1, :00-1:45 Accelerated Executive Onboarding Strategies Brian Jenkins, Senior Human Resources Manager, Texas Instruments Effective onboarding of new executives can be one of the most important contributions to organizational success because when done correctly, it right can improve productivity, executive retention, and build shared corporate culture. This session will explore best practices used in onboarding new executives into a business group, and an overview of tools that can be used to help accelerate the onboarding of an executive and help them deliver results quicker. We will also provide a framework for conducting leadership integration between the new leader and their team. 1:45-2:30 Peer-Peer Roundtable Discussions 2:30-3:00 Refreshment Break 3:00-3:45 Setting Onboarding Expectations: The Role of Recruiters and Hiring Managers Robin Schooling, Managing Director and Strategist, Silver Zebras, LLC Ensuring that new employees adjust to the social and performance aspects of their job starts well before their first day of employment and its success requires cooperation and collaboration between recruiters, the HR team, and hiring managers. In this session we ll discuss how to train and support your talent acquisition partners and hiring managers in order to create onboarding success at your organization. We ll explore who should have responsibility for ensuring new employees have clarity regarding their roles and performance expectations, discuss the importance of cultural assimilation, and highlight ways recruiters and hiring managers can assist new hires in the process of establishing critical relationships and accessing informational networks. 3:45-4:45 Jumpstart Onboarding: 7 Elements of a Great New-Hire Orientation Jason Weeman, Senior Program Manager, Global Onboarding, LinkedIn Imagine it s the first day on the job for your new hires, they arrive feeling motivated and excited for the new opportunity, but also a little nervous and find an empty, lonely desk with a pile of paperwork and a computer. Of course this is an extreme, but not unheard of. In a recent Bersin by Deloitte study, 4% of new employees quit after a disastrous first day, and 22% of employee turnover occurs in the first 45 days. That s why 79% of business leaders surveyed said onboarding is both an urgent and important priority. In the long run, a solid onboarding experience sets both the new hire and the company up for success. Now imagine how differently the new hire s career at your company could be if they walked in on their first day to find 30 other new hires, name-tagged seats overflowing with schwag, flipcharts and markers throughout the room, and warm faces to greet them. In this session, Jason Weeman will share LinkedIn s new hire orientation program; [In]troduction, and the seven key elements that it is comprised of and why they are each critical for their onboarding success including how to tailor them to suit your onboarding and company needs.

6 DAY TWO Oct 2, :15-8:30 Chairman s Welcome WORKSHOP 8:30-10:00 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) A critical piece of onboarding is training and development that allows for new employees to start their jobs, and be as productive as possible, as quickly as possible. Each individual is different, can come from different industries, has differing levels of experience, and are hired for different roles. They all have the skills for success, but how can you accelerate their training in the best way possible that benefits you and them from a professional development perspective? We will discuss and share a roadmap that can be adapted for your organization, using several different identification and training methods to streamline your employee development/training strategies. 10:00-10:30 Refreshment Break 10:30-11:15 How Brand Ambassadors Can Enhance the Onboarding Life-Cycle Colleen J. McManus, Chief Human Resources Officer, State of Arizona Feeling like you are a part of a new organization can start before day one. Some would tell you this should ALWAYS happen before day one! Applicants get a sense of who we are as employers even before recruitment begins. That connection is often conveyed most easily and authentically by brand ambassadors. Whether it s through a friend s online posts, the company s online employee reviews, or YouTube videos produced by (or produced about) the organization brand ambassadors help to tell your story. This session will talk about how to leverage brand ambassadors as a pre-cursor to onboarding, as well as how they can help during the actual process to give new hires an insider look at their new organization and role.

7 DAY TWO Oct 2, :15-12:00 Re-crafting Onboarding during Large-scale Change Judy Dutton, Director, Learning & Organization Development, ebay Inc. Any change can create process and strategy challenges, especially when they are large in scale, and companies like ebay experience them at full speed. In this session, Judy will describe ebay s current set of onboarding challenges due to a year of big shifts in the company, including the separation of the PayPal division into a stand-alone company; and how she has created a new and improved, multi-tiered onboarding strategy tailored to improve efficiency, get new hires started quickly, and help keep them engaged and a positive addition to the ebay culture. 12:00-1:00 Lunch 1:00-1:45 How to Create an Exceptional Onboarding Experience for Today s Consumer-Workers Wendy Smith, Head of New Employee Experiences, NCR Corporation Kevin Finke, Transformation Catalyst, NCR Corporation Have you ever considered your workers as actual consumers of your employer brand? Imagine the implications on our jobs and the experiences we create as HR practitioners if we viewed employees as consumers. Recent research shows that the world of work is evolving in this direction, and at the heart of this evolution are the needs of a new talent persona Wendy Smith and Kevin Finke have named Today s Consumer-Worker. Partnering together at NCR Corporation, they recently collaborated with in-house consumer experts on the Global Marketing and Customer Experience teams to develop a world-class onboarding program that addresses the growing needs of the new consumer-worker. This highly social, personalized program covers the candidate experience through first year of employment, and is being customized by function, region and more, to drive interest and engagement. Strategies they believe are necessary to deliver the most exceptional onboarding experiences for today s consumer-workers. In this provocative presentation, you will learn: Who today s consumer-workers are and why they matter How to create a relevant, engaging employer brand proposition How to build a SMAC-enabled experience that spans the entire new hire lifecycle What a successful branded onboarding experience looks like How to partner with marketing and experience experts to bolster engagement 1:45-2:30 Peer-Peer Roundtable Discussions 2:30-3:00 Refreshment Break

8 DAY TWO Oct 2, :00-3:45 Hiring, Onboarding, and Leveraging the Skills of Individuals with Autism Jose Velasco, Vice President, Operations & Strategy and Head, Autism at Work Initiative, SAP As technical talent becomes increasing hard to source, organizations must leave no stone unturned. Organizations are constantly looking for new ways to source this talent, and sometimes some of the most qualified talent is over looked. Some of the most highly skilled technical talent can be found in individuals with autism. In May of 2013, SAP announced the launch of Autism at Work, a unique global initiative to employ people with autism. The ultimate goal of the program is to have 1 percent of the company s total work force, or about 650 people in today s numbers, represent people on the autism spectrum by Although people on the autism spectrum have the skills and knowledge to get the job done, SAP recognizes that it must employ different tactics when it comes to hiring and training these candidates. This session will share these strategies and how they were developed to help you create them for your organization. 3:45-4:30 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 No one tries to fail, but it happens. The important thing is to learn from your mistakes, and in this session you will learn from other s missteps as well. This panelists of this session will share stories (some theirs, some not) of the biggest onboarding fails, what they learned from them, and how they impacted their processes for the better.

9 CONFERENCE DETAILS PRICING INFORMATION OPTIONS 2 DAY CONFERENCE STANDARD PRICING $1, REGISTRATION INFORMATION REGISTER NOW Fax form to , Call or info@the-tma.org Attendee Name Title Company Address City State/Province Zip/Postal Phone PAYMENT INFORMATION Account No. Expiration Date Billing Address Security Code Type Visa Mastercard EX Discover City State/Province Zip/Postal MAKE CHECKS PAYABLE IN US DOLLARS TO: Talent Management Alliance re: 2015 Strategic Talent Onboarding Event 1504 Bay Road Suite #1418 Miami Beach, FL REFERENCE: Please fill out & include registration form with payment. PAYMENT POLICY: Payment is due in full at the time of registration and includes lunches and refreshments. Your registration will not be confirmed until payment is received and may be subject to cancellation. Please go online to: to view our cancellation policy. VENUE INFORMATION The Westin San Diego 400 West Broadway San Diego, CA TEL: Our downtown San Diego hotel now has a distinctly upscale, contemporary feel, inspired by soothing elements of nature. The Westin San Diego offers complimentary airport shuttle to/from the San Diego International Airport and runs daily from 6am 11pm.