Onboarding

With half of all new employees leaving jobs within the first 120 days, keeping new employees is a competitive advantage and increasingly difficult, and developing great employees is world-class. This one-day workshop will focus on a process geared toward both retention (why employees leave) and new hire development (building great employees quickly).

Objectives:

• Explain the difference between on-the job -training, orientation, and onboarding
• Explain the Four C’s
• Explain culture development and its importance as it relates to generations (pay vs. purpose)
• Explain the division of training into critical categories and tying those categories standard operating procedures
• Measure success and continuous improvement

Why it’s Important:

• Reduce new hire turn over
• Higher productivity
• Higher safety rates
• Higher quality of work
• Higher attendance rate
• Better culture, communication, dedication, and morale
• Better employee results from day one
• Increased ROI

In a study conducted by the Center for America Progress, the cost of losing an employee can be anywhere from 16% of their salary for hourly, unsalaried employees, to 213% of the salary for highly trained positions. For example, if an executive is making $120,000 a year, the true loss could be up to $255,600 to the company to hire and train their replacement. - Huffington Post

Contact

Jeremiah Sinks
Jeremiah Sinks
Workforce Development Specialist
317-275-6810
765-414-7867
jsinks@purdue.edu

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NIST

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