01 December, 2011

The first year of employment is critical to retention. According to several studies up to 86 percent of new hires decide within the first six months of employment whether or not to leave the company. Given the cost of acquiring a new employee companies are seeking strategies to find and keep the right people. Strategies include automating as much as possible and leveraging learning and talent management strategies in multiple and blended ways.

The real benefits of onboarding include forging a lasting relationship with a new employee and speeding their time to competency and productivity with the organization is the goal. Without appropriate onboarding practices, a new hire’s success with an organization becomes a much more “sink-or-swim” proposition. Increasing speed to competence and productivity must be key features of any onboarding program.

Benefits of attending the onboarding seminar include learning:

• Methods to align onboarding and leadership development programs
• Practices to ensure the quality of new hire curricula, so knowledge and skills can begin on day one
• Tactics for putting forward-looking development plans in place to help employees understand the vision for their future in the organization
• How to leverage technology to ensure new hires are automatically streamed into appropriate development and orientation programs
• Techniques to connect new employees through learning and social learning programs
• Develop appropriately blended onboarding experiences including online learning, classroom learning, or social learning through peer to peer formats

Who should attend

This conference is intended for executives charged with leadership development, talent management, human resources, organizational effectiveness, talent management, learning and development, training and engagement.

 

Onboarding Seminar

 

REGISTRATION AND CONTINENTAL BREAKFAST 8–8:45 AM

WELCOME AND INTRODUCTION 8:45–9 AM

Omar Andrade, Program Director, The Conference Board
Sandy Lionetti, Chief Talent Officer, Mindshare

A 9–10 AM

Global Onboarding 2.0

The session will outline the creation of a global survey used to drive an improved experience of new hires joining JPMorgan Chase, a global financial services organization. We will examine the onboarding survey directed to action planning which then allowed the organization to truly improve the end to end experience across human resource, technology and other new hire administrative processes.

Judith Lannin Panagakos, Executive Director, JPMorgan Chase & Co.

B 10–11 AM

Creating and Managing a Global Onboarding Program

In this session, attendees will get a behind the scenes view of the creation and management of Kelly Services’ onboarding program, including how the company is leveraging new technologies and developing content to appeal to a new generation of workers. The session also provides insight into how Kelly is addressing the challenges of building a global framework and localizing content for different countries and regions. Attendees will learn how Kelly is measuring the program’s effectiveness and impact on the business, as well as key lessons to consider when developing an effective onboarding strategy.

Julie Curtin, Director of Global Learning, Kelly Services, Inc. 
Julie Norquist Roy, Vice President of Marketing, Cornerstone OnDemand, Inc.

REFRESHMENT AND NETWORKING BREAK 11–11:15 AM

C 11:15 AM–12:15 PM

Going Global and the Onboarding Mandate

Having recently completed a large acquisition that increased the organization’s global footprint significantly, MetLife’s onboarding team needed to address a revised leadership and capabilities mandate. In this session MetLife will describe the creation of an integrated onboarding program with the broadened mission of maximizing the performance not only of new hires, but of redeployed leaders globally. Learn more about the importance of:

• Knowledge and Networks — conveying culture and creating the important professional relationships for leaders
• Accountability — laying out a plan that will map performance
• The 90 Day Survey — measuring the results and setting the groundwork for year-on-year improvement
• Developing an open source onboarding guide to enable new leaders, hiring managers and human resources

Jill Corsi, Global Talent Deployment, MetLife, Inc.

LUNCHEON 12:15–1:15 PM

D 1:15–2.30 PM

Successful Onboarding

In Successful Onboarding, authors Mark Stein and Lilith Christiansen challenge established norms on what leaders should expect from their investment in hiring. Mark Stein and Lilith Christiansen provide a framework for driving improvements in the new hire experience and delivering better performance for the business.

With excerpts from their book and first line research, the authors will share insights from their study of the circumstances that determine new hire success stories as well as disappointing and costly failures. They provide case studies from their personal experiences leading many onboarding redesign initiatives at top companies, as well as the results from their examination of onboarding practices employed by a large number of Fortune 500 organizations. The authors will examine:

• The business case and potential for effective onboarding
• Customizing a solution for your workforce, your resources, your priorities
• Driving increased performance from new hires

Lilith Christiansen, Author, Successful Onboarding
Mark Stein, Author, Successful Onboarding

REFRESHMENT AND NETWORKING BREAK 2:30–2:45 PM

E 2:45–3:45 PM

Onboarding Strategies for Rapid Global Expansion, Communicating Culture and Driving Productivity

Google is proud of its innovative, open and often quirky culture. It is also experiencing unprecedented global growth. The session will take a look at how Google’s onboarding teams are supporting this growth, while leveraging and imparting the company’s distinctive culture. Google will cover initiatives to:

• Engage Nooglers (new hires) and leverage their energy to impact culture from Day 1
• Evaluate and ratchet up Noogler productivity
• Ensure a highly consistent and exciting experience across global on-boarding hubs

Lana Aref Harel, Manager, Global Onboarding, Google Inc.

F 3:45–4:45 PM

Onboarding and Talent Management Convergence

As a result of expansion Mindshare has had to gain expertise at bringing new talent on-board, educating them about the business and be ready to deploy them to a new or existing client very quickly. Managing this tension between clients’ needs and how we allocate talent is an on-going element of the media and advertising business. Success in on-boarding new hires into the Mindshare is one of the critical elements of the organization’s talent and business strategy. The session will cover the key elements for integrating talent and onboarding initiatives by examining best practices:

• Starting with the selection decision: Solid selection decisions, with full knowledge of where the individual will need the most support, are the foundation of successful Onboarding
• Establishing goals early: Establishing role clarity, setting immediate and longer term objectives, sets the stage for success
• Providing support in all areas: Internal mentoring, external executive coaching, and a well formed support team all bolster new hires’ opportunity to shine and contribute
• Using process to help, not hinder success: Systems and processes that codify ways of working and a repository of tools and techniques to deliver work help new hires succeed in their role

Sandy Lionetti, Chief Talent Officer, Mindshare North America

CLOSING REMARKS AND WRAP UP 4:45–5 PM

SEMINAR ADJOURNS 5 PM

 

For speaking and sponsorship opportunities, please contact Meg Gottemoeller at meg.gottemoeller@conferenceboard.org.