RECENT NEWS
88%
Of organizations
don't onboard well
40%
Of employees who receive poor job training leave their positions within the first year
$45,000- $50,000
The average cost of employee turnover in recruiting and training expenses
Employee Onboarding
Whether you're a large brand name corporation with thousands of employees or a small start-up with 2 employees, all businesses have a similar goal: to attract talented employees and to keep them motivated to continuously contribute to the success of the business. Onboarding is a game changer that HR needs to execute well.
The goal of a good onboarding program is to build bonds between the employer and employee that are deep, meaningful, and strong. The stronger the emotional bonds the greater return on investment.
OUR EXPERTISE
Successful onboarding programs share certain elements that HR managers should keep in mind when designing one
VALUE OF ONBOARDING
Both, new hires and top executives, onboarding positive payoff - such as lower turnover and higher productivity. Good programs make employee feel valued, help them to fit in and allow them to begin making quality contributions more quickly.
COMPANY CULTURE
New employees need to learn the company's norms, policies and traditions. Provide them with overview of the company's philosophy, operating procedures, work styles, expectations and definitions of what's "normal".
ADULT LEARNING PRINCIPLES
Adult learning is so much more complex than the traditional one and requires a completely different approach while implementing cognitive and behavioural activities for each role.
SPECIFICS
Onboarding programs should have measurable objectives that focus on developing specific knowledge skills and attitudes. Poor programs overload employee with more information that they can digest or put to immediate use. Good programs cover not only facts but also particular skills.
98%
AVERAGE TRAINING AND TRAINER PERFORMANCE SATISFACTION RATES
100%
PROGRAMS SATISFACTION
200+
PROGRAMS CREATED
OUR PROCESS
1
ANALYSIS
2
DESIGN
3
DEVELOPMENT
4
IMPLEMENTATION
5
EVALUATION
1. ANALYSIS
Excellent training programs don't come together by accident. They require planning and analysis.
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During the "need analysis" phase, we identify learning problems, the goals and objectives, the audience needs, existing knowledge and other relevant characteristics to aid in designing or re-designing a program that targets the "needs" of individuals and organizations. Analysis also considers the learning environment, any constraints, the delivery options and the timeline of the project.
2. DESIGN
Designing training programs in the diverse and mobile workforce is an especially challenging concept.
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During the "design" we merry the principles of adult learning with strategic goals, forward-thinking technologies and methodologies that ensure the acquisition of knowledge and skills is happening in the most efficient, effective and appealing way that results in improved employee performance.
3. DEVELOPMENT
The key to the prototype phase is to plan for the unexpected and prepare a change management strategy.
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During the "development" phase we will create all materials based on the first two phases and ensure a cohesive merger with your organizational strategy and branding.
Generally, during this phase, we will also try out the prototype on the experimental audience as a part of the phased roll-out.
4. IMPLEMENTATION
Organizing and delivering the course content requires the trainer to master many forms of instructional methodologies and engage in a lot of project management and logistics.
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During the "Implementation" phase, we deliver and coach your team on how to achieve the best outcome from the program with multi-level cognitive and behavioural methods, while ensuring compliance, and effectiveness. We take into consideration all learning styles, cultural differences, roles within the organization and tools used.
5. EVALUATION
Arguably, the most important stage but often the most neglected by organizations. This is a performance management mistake.
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During the "Evaluation" phase, we ensure you are set with a robust evaluation model that is the most suitable for your organization and provides you with meaningful information. Performance improvement begins and ends with the evaluation phase. It is critical to be able to measure Return on Investment(ROI) and maintain continuous success.
OUTSOURCING YOUR ONBOARDING IS A SMART AND STRATEGIC MOVE
Companies are turning to their HR outsourcing vendors for innovative services. In-house departments are stretched with handling day-to-day issues, so there is rarely time left for strategic initiatives or a budget for making mistakes in exploring unknown areas.
OUR PROGRAMS TAKE EVERYTHING INTO CONSIDERATION
7 LEARNING STYLES
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Visual
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Kinaesthetic
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Aural
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Social
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Solitary
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Verbal
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Logical
20+ METHODS
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SMART
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Spacing effect
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Six Sigma
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Kirpatrick model
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ADDIE
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Bloom's Taxonomy
and many others
30+ TYPES OF ACTIVITIES
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Experiental learning
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O T J
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In-basket exercises
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Demonstrations
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Role Playing
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Business Games
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Behavioural Modeling
and many others
3 GROUPS SATISFACTION
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Executive team
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Individual team managers
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Individual contributors
Wassila Chentouf, L&D specialist at Nespresso
"Olia has been a huge inspiration to me over the past few years. I have attended to many trainings that she has delivered and built, from sales trainings, to communication skills, and more. She masters the learning and development pillars, and delivers the knowledge in an inspiring and a passionate way. If you’re looking to open the door of success for yourself and your teams, Olia and her team will provide you the key to that door through a successful and a meaningful learning experience."