​How do you start in a new leadership role? In this book, the author presents methods and processes of optimal onboarding that have proven themselves in his numerous leadership roles and in consulting. He shows in a very practical and easy-to-implement way how leaders create strong trust relationships in teams from the very first hour. This leads to high intrinsic motivation in a very short time and is an indispensable prerequisite for high performance and good cooperation. Clear explanations alternate with specific recommendations for action. A practical work with many tips on how optimal onboarding can be achieved relatively easily, supported by tools, methods, checklists and practical examples. A valuable guide for young leadership talent facing their first leadership role, whether as a team leader or supervisor, developed from within a team or as a new leader of another team, but also for leaders aspiring to greater leadership responsibility within their own organisation

Few organizations have manager onboarding programs, but they are key to equipping managers with the tools they need to be successful from day one. In “A Road Map for Onboarding Managers,” Sharlyn Lauby details how proper onboarding prepares managers to start their role confident, engaged, and better able to serve as an employee coach and mentor—both of which are critical to an organization’s bottom line. This issue of TD at Work: · identifies why managers need their own onboarding program · outlines a step-by-step process for developing a manager onboarding program · offers a checklist for a new manager buddy program · provides a template for developing a new manager onboarding program.

Onboarding turns the key, opening the door to talent development Investing in onboarding means investing in employee success and the business of the future. Effective onboarding programs both increase and facilitate employee engagement and business results; onboarding shortens the employee learning curve by increasing job knowledge. If you need to design, revise, or expand your company’s onboarding program, Effective Onboarding offers a simple-to-follow path forward. Talent development experts Norma Dávila and Wanda Piña-Ramírez combine their significant consulting experience and the latest onboarding trends to create a single source for onboarding best practices, job aids, templates, and checklists. Also included are examples and stories based on real-life situations the authors have encountered in their practice. While many books about onboarding limit their approach to employee recruitment and selection, this book is more comprehensive, following employees through their first year on the job. Effective Onboarding clarifies the differences between orientation and onboarding, describes how to build a business case for your onboarding program, and guides you to design, implement, evaluate, and sustain the program that’s right for your organization. Effective Onboarding is part of a new ATD series, What Works in Talent Development, which addresses the most critical topics facing today’s talent development practitioners. Each book in the series is written for trainers, by trainers, and offers a clear, step-by-step path to solve real issues.

"Mastering Employee Onboarding," a manual for an animated video-based course and an integral part of our HR 9-Book series entitled "Talent Management and Workforce Development," is your key to streamlined onboarding for increased productivity and employee satisfaction. Dive into purpose, preparation, checklists, program development, and post-onboarding strategies. Tailored for millennials, this guide unveils secrets to engage, mentor, allocate work, and set expectations. Elevate your onboarding game and unlock a workforce ready for success, a step-by-step guide supported by a practical case study. Chapters: Chapter 1 (Getting Started): Introduction sets the stage, outlining guide objectives. Chapter 2 (Onboarding Purpose): Delve into the significance of onboarding, exploring startup costs, anxiety, and realistic expectations. Chapter 3 (Onboarding Overview): Uncover the essence of onboarding, its value, and fostering a welcoming environment, supported by an essential first-day checklist. Chapter 4 (Preparing for Onboarding): Promote professional onboarding practices, ensuring clarity, strategic mentor designation, and effective training. Chapter 5 (Onboarding Millennials): Understand millennials, distinguishing their characteristics, and crafting tailored onboarding approaches, embracing authenticity, and informal settings. Chapter 6 (Onboarding Checklist): Navigate pre-arrival, arrival, first-week, and first-month onboarding checklists, ensuring a seamless and thoughtful onboarding journey. Chapter 7 (Checklist for Millennials): Tailor checklists specifically for millennials across pre-arrival, arrival, first day, first week, and first month. Chapter 8 (Developing the Onboarding Program): Build trust, foster communication, and understand the pivotal roles of HR and managers in the onboarding process, with key characteristics of engaged employees. Chapter 9 (Engaging Millennials): Explore creating an informal program, the power of one-on-one engagement, and the role of HR and managers in onboarding millennials. Chapter 10 (Post-Onboarding Support): Initiate early connections, nurture ongoing engagement, strategically schedule follow-ups, and understand the crucial responsibilities of mentors in the post-onboarding phase. Chapter 11 (Post-Onboarding for Millennials): Dive into one-on-one check-ins, regular follow-ups, scheduling considerations, mentoring dynamics. Chapter 12 (Setting Expectations): Define position requirements, recognize areas for enhancement, and communicate expectations verbally and in writing. Chapter 13 (Millennials Expectations): Explore specific instructions, fostering growth, verbalizing clear guidelines, and formalizing expectations for millennials. Chapter 14 (Resiliency and Flexibility): Understand resiliency, enhance mindset transformation, explore flexibility in recruitment and retention, and follow practical steps. Chapter 15 (Mentoring Millennials): Dive into active mentorship, successive mentoring, leveraging millennials' exploratory drive for success, and gain insights. Chapter 16 (Work Allocation): Establish guiding principles for work assignments, explore authoritative, apple-picking, and team collaboration methods. Chapter 17 (Work Allocation for Millennials): Tailor work allocation strategies for millennials, emphasizing clear structure, specific benchmarks, and nurturing dynamic work dynamics. Chapter 18 (Providing Feedback): Uncover qualities of effective feedback, tools for delivery, informal and formal feedback. Chapter 19 (Feedback for Millennials): Explore feedback attributes for millennials, leverage informal and formal feedback, and understand its significance. Chapter 20 (Wrapping Up): Summarize key takeaways, words from the wise, and outline next steps.

This guide is an essential resource for professionals tasked with managing recruitment and onboarding processes within an organization. Whether you are directly involved in recruiting new staff or responsible for coordinating the process, this book provides a thorough understanding of the skills and knowledge required to effectively manage these essential HR functions. The book begins with an exploration of existing recruitment and onboarding policies and procedures, guiding readers on how to identify and evaluate them in the context of their organization. It delves into assessing technology options to enhance the efficiency and effectiveness of recruitment processes, providing practical advice on selecting and implementing tools that streamline hiring workflows. A significant portion of the book is dedicated to updating and refining policies and procedures to align with organizational requirements. Readers will learn how to obtain support from relevant stakeholders and create or adjust forms and documents that underpin these policies. Effective communication and training strategies are emphasized to ensure that all relevant staff are well-informed and capable of adhering to updated procedures. The book also covers critical aspects of human resource planning, including determining future HR requirements in collaboration with stakeholders and ensuring that position descriptors are current and accurately used throughout the recruitment process. It provides detailed guidance on advertising vacant positions in compliance with legislation and organizational policies, consulting with specialists when necessary, and adhering to selection procedures that meet legal and organizational standards. Additional chapters address the importance of timely and accurate job offers and contracts, providing new appointments with relevant advice, and ensuring that onboarding processes are consistently applied across the organization. The book also covers the management of probationary employees, the provision of feedback, and the collection of participant and stakeholder feedback on the onboarding process. Finally, readers are equipped with strategies for updating onboarding policies and procedures based on feedback, ensuring continuous improvement and alignment with organizational goals. This book is an invaluable tool for HR professionals seeking to optimize their recruitment and onboarding practices and contribute to the overall success of their organization.

For over 40 years, the tech industry has been working to attract more women. Yet, women continue to be underrepresented in technology jobs compared to other professions. Worse, once hired, women leave the field mid-career twice as often as men. In 2013, Karen Holtzblatt launched The Women in Tech Retention Project at WITops.org, dedicated to understanding what helps women in tech thrive. In 2014, Nicola Marsden joined the effort, bringing her extensive knowledge and research on gender and bias for women in tech. Together with worldwide volunteers, this research identified what helps women thrive and practical interventions to improve women’s experience at work. In this book, we share women’s stories, our research, relevant literature, and our perspective on making change to help retain women. All the research and solutions we share are based on deep research and user-centered ideation techniques. Part I describes the @Work Experience Framework and the six key factors that help women thrive: a dynamic valuing team; stimulating projects; the push into challenges with support; local role models; nonjudgmental flexibility to manage home/work balance; and developing personal power. Employees thinking of leaving their job have significantly lower scores on these factors showing their importance for retention. Part II describes tested interventions that redesign work practices to better support women, diverse teams, and all team members. We chose these interventions guided by data from over 1,000 people from multiple genders, ethnicities, family situations, and countries. Interventions target key processes in tech: onboarding new hires; group critique meetings; and Scrum. Interventions also address managing interpersonal dynamics to increase valuing and decrease devaluing behaviors and techniques for teams to define, monitor, and continuously improve their culture. We conclude by describing our principles for redesigning processes with an eye toward issues important to women and diverse teams.

What you need to know to manage a workforce. The complex and ever-changing nature of today’s—and tomorrow’s—workforce demands that all involved in talent management rethink how to attract, engage, and grow future talent. This forward-looking handbook captures talent management’s evolution from a series of transactions to a fluid process that includes talent development. With 20-plus chapters written by more than 30 contributors, the ATD Talent Management Handbook challenges you to think about the talent model of the future through the lens of different workforce models. It offers progressive thoughts on the current state of talent management and on how the function needs to adapt. Leaders, practitioners, and consultants alike will find useful insights and answers to relevant talent management challenges. Edited by learning and development authority Terry Bickham, this handbook covers the entire talent management cycle, from talent acquisition and engagement to leadership development and succession planning. ATD’s first handbook on talent management, this book includes a foreword by ATD President and CEO Tony Bingham, highlighting the foundational components of talent development and its role within talent management.

Human resources is rapidly evolving into a data-rich field but with big data comes big decisions. The best companies understand how to use data to make strategic workforce decisions and gain significant competitive advantage. Human Resource Management: People, Data, and Analytics, Second Edition introduces students to the fundamentals of talent management with integrated coverage of analytics in every chapter. Features tied to SHRM competencies and data exercises give students hands-on opportunities to practice the analytical and decision-making skills they need to excel in today’s job market. Whether your students are future managers or future HR professionals, they will learn best practices for managing talent across the lifecycle in the changing workplace. This title is accompanied by a complete teaching and learning package. Contact your Sage representative to request a demo. Learning Platform / Courseware Sage Vantage is an intuitive learning platform that integrates quality Sage textbook content with assignable multimedia activities and auto-graded assessments to drive student engagement and ensure accountability. Unparalleled in its ease of use and built for dynamic teaching and learning, Vantage offers customizable LMS integration and best-in-class support. It’s a learning platform you, and your students, will actually love. Learn more. Assignable Video with Assessment Assignable video (available in Sage Vantage) is tied to learning objectives and curated exclusively for this text to bring concepts to life. Watch a sample video now. LMS Cartridge: Import this title’s instructor resources into your school’s learning management system (LMS) and save time. Don’t use an LMS? You can still access all of the same online resources for this title via the password-protected Instructor Resource Site. Learn more.

Human Resources Management Talent Acquisition Employee Onboarding and Training Performance Management Compensation and Benefits Employee Relations HR Compliance and Risk Management The Future of HR

Skillful onboarding is essential to getting your employees off to a great start from day one, but organizations too often take a sink-or-swim approach to new staff. In this issue of TD at Work, George Bradt and Mary Vonnegut give readers a better approach by sharing what they’ve learned from their experiences onboarding senior leaders. “Onboarding for Business Success” explains what onboarding is and why it fails so often. The authors share stories of successful and unsuccessful onboarding efforts. And they provide a step-by-step process for bringing new employees onto a team, whether they are new to the company or just new to the role. This issue includes: · an explanation of when onboarding is needed · a 100-day plan for recruiting and orienting new employees · a simple recruiting brief template · an employee acquisition plan.