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Talent Management /
New Employee Orientation On-Boarding Training
New Employee Orientation On-Boarding Training
How to Accelerate New Hire Speed to Productivity
"Congratulations on your pro-activity in establishing this new hire program and developing such an effective New Employee Orientation course."
Farhat Ali | President and Chief Executive Officer | Fujitsu Computer Systems Corporation
"The customized new hire
on-boarding process, coaching, tools, and measurement have provided
a very useful structure and frame for the first 90-days for both me
and our new hires. It has been a very positive experience from my
perspective and will make it much easier to on-board my new hires."
Martyn Storey | Systems Engineer Manager | VMware, Inc.
"Just wanted to let you know
how pleased I am with how the new employee on-boarding project went.
The end product is wonderful! LSA has been great to work with. I
really appreciate all the flexibility and the high quality."
Laurie Torres | Vice President of Human Resources | PDL BioPharma,
Inc.
"I wanted to let you know
how much I enjoyed working with LSA on the design and delivery of
the experiential new employee on-boarding training. I’ve been getting tons of
positive unsolicited feedback. You truly exceeded everyone's
expectations."
Steven Gray | US Enterprise Services | Microsoft Corporation
"We hired LSA Global to
design and deliver a customized experiential new employee
orientation program for our recent group of MBA new hires. The new
hire program designed helped reinforce WIPRO core values. The new
hire assimilation program will help the new MBA hires to build
relationships with fellow associates and enhance the group’s ability
to operate successfully in the global world. I recommend LSA for
effective on boarding/outward bound training of new MBA hires."
Vishu Venkat | Talent Acquisition | Wipro Technologies
Is your speed to productivity for new hires where it should be?
Most new employees take 3-24 months to
“get up to speed.” This wide disparity provides wonderful
opportunities for organizations looking to decrease “ramp time.”
In a recent survey, 210 CEO’s estimated
the time for a typical mid-level manager to reach “breakeven” as 6.2
months. Using an average salary of $100,000, the difference between
a 3-month ramp and a 6.2-month ramp is approximately $26,500 per
employee. This does not account for differences in revenue, margin,
utilization, or productivity. It is only the salary side of the
equation. For a company hiring a minimum of 100 new employees per
year, this creates a $2.6m window of opportunity for an improved new
hire process. For companies closer to the 24-month mark, the
opportunity is as large as $17.5m.
The main point is that, when combined
with the common challenges of
hiring the right
employees and creating an
environment for them to thrive, most organizations have ample
room for improvement in their new hire processes. Unfortunately,
many companies continue to struggle with the most controllable part
of the equation - effectively and efficiently assimilating new
employees.
To combat the eight common drivers of
ineffective new hire programs, LSA offers a variety of customized
and off-the-shelf new employee orientation on-boarding programs to
increase the speed to productivity of new hires:
New hires and new employees
"This is
the first time in my career I've seen such dedication in helping a
new employee quickly become autonomous and productive."
"I am very
happy with the level of support I received from my manager and
mentor from the new employee orientation program. The amount of
material available across the whole suite of products is vast. I was
particularly impressed with the online material available in vault,
video vault and the canned demo's. Knowledge is invaluable in my
role and the amount of information I need is readily available."
"This is the
best on-boarding experience I've ever had with any company.
The new hire Survivors' Guide is of particular great help."
"It helps to
know that there IS a process of joining a company as a new hire, and
I'm not just a resource thrown in a cloud to push some workload on
me without first making me ready or giving me time to get ready.
It helps that there is a on-boarding process for joining the
company, and that I am not simply given a large workload without
ensuring I am ready and able to succeed."
"The new hire
checklists are of great help. The new hire Survivors' Guide is
great. I
am very happy with my progress during my first 90 day period."
"I'm very
pleased with this new hire orientation and onboarding program.
It's not normal for a company to train new hires in this quality (I
was very positively surprised)."
"In fact the guidance
provided with the new hire orientation program is really valuable.
It promotes communication and collaboration and reduces the ramp up
time for on-boarding new employees. Thanks a lot for your support."
"As a hiring manager, I was
at first skeptical of the process. Now, I mandate that all new
employees go through the new hire orientation process because it
saves me time and dramatically increases their speed to
productivity."
"With my success dependent
upon the success of my team, getting new hires up to speed quickly
is critical to support our growth plans. The customized new
hire on-boarding and orientation process is making a big difference."
To speak with an LSA Expert and learn about new
employee orientation and onboarding training program customization and delivery options
to increase the speed of new hire productivity, please contact us.
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