Various groups within whole organizations
6 - 12 weeks
Onboarding is the process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team. What it makes a real challenge is that we should prepare the person for the job in an efficient way just as her engagement must be maintained or improved at the same time. On top if that in the current circumstances and with remote workers the whole or large part of the process has to be done online.
The process starts with an assessment of the current practice, including roles and responsibilities, materials and training documentation, systems to be used, starting packages and special presents. The assessment phase can be comprehensive or just a one-week mini-diagnosis. The impressions of recent hires serve with important insights about corporate values to build on and gaps to overcome.
During the design and development phase the entire process can be revised, timeline and related activities changed and training materials updated, facelifted and restructured. We provide concrete suggestions for each phase, e.g. Day 1, Week 1,…
We don’t let you alone with the implementation of suggestions but closely support the process. It includes the training of direct superiors, the internal trainers and other responsible experts like, recruitment, IT, compliance experts. The quality of implementation is suggested to be measured with a pre-set dashboard to identify possible further gaps to be addressed.
Employee Journey Mapping method is used to have a structured approach and thus a comprehensive view. Our focus is not only on the probation period but also the time since the official offer made by the company. We facilitate the process as well as contribute to the idea creation with benchmarks, case studies and best practices. Our vast training&development expertise enable us to assess the onboarding training program and come up with hands-on suggestions even train the people who participate in the process to reach higher involvement and impact.
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If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
“How happy are you at work?” A simple, but powerful question, which can expressively indicate the well-being, and thus the current level of engagement of our employees. Especially if it is regularly asked and monitored over time.
The various business benefits that are brought by high employee engagement at a company has been widely discovered, therefore the topic of engagement has become one of the most significant focus areas to explore and improve. You cannot, however, improve employee engagement without knowing where your company stands.
Our world is undergoing rapid changes in many arenas. Our customers are getting more powerful and make demands which have not been seen before. They want to be served through various channels, they want to get things done fast, seamlessly, without efforts. Customer Experience is a key differentiator in today’s business
Highly engaged business units have 12% higher customer advocacy, 18% higher productivity, and 12% higher profitability (source: Gallup). It is not a question any longer that highly engaged workforce is a differentiating factor. But driving engagement isn’t easy and requires a sophisticated approach.
The onboarding period and the impressions gathered by a newcomer set the tone for the entire employee-employer relationship. The onboarding experience can ultimately determine if that relationship will be fruitful or painfully short. Loosing talents during the probation period is a real risk for every company.
In response to today’s challenges, more and more companies decide to solve their corporate training programs on their own, with the help of internal trainers or online courses. However, there might be a lack of competence or capacity for a particular topic or a new skill.
Talents – who are productive, high performer employees with high potential – are the future of all organizations. It is vitally important to keep them at the organization and essential and worthwhile to develop them in a conscious and engaging way.
Companies should retain the most important colleagues and at the same time decrease the dependency on them. Our Key Employee Retention program helps detect those employees who has crucial role, and define related actions. The proper execution of tasks supported by us eliminates business risks for the organization.