Click here to read the latest OI Partners news release on ways to navigate contract work into a full-time job.

Featured Staff Member for May

Dan Amann, SPHR

A dynamic career coach with a multi-faceted skill set that spans HR consulting to outplacement services, Dan brings a depth of experience and knowledge to his work. His professional background is in manufacturing and healthcare. With more than thirty years of experience in Human Resources at the executive level, Dan is able to tailor his approach to the demands of the current business environment rather than adhere to only one methodology. He had been involved in hiring in excess of 2,000 employees, ranging from porter to president. Dan has managed two downsizings and designed two additional early retirement programs. While at OI Partners Promark Company, he has assisted more than 400 individuals in their job search, conducted numerous search seminars, and guided two companies in the development of an HR department within their organizations. He is a regular presenter at Human Resource meetings and conferences.

Hello Friends,

Onboarding has received a lot of attention in recent years.  It is the term for what many used to call (and is sometimes still confused with) "employee orientation."

What differentiates the two is that employee orientation is typically a first day on the job experience based on signing HR documents, explaining policies and procedures, a review of the company's history, a walk around the office, brief introductions to coworkers and a "this where you sit" experience. Important, but it is not Onboarding.

Onboarding is all about New Employee Performance Success. It is the process or system embraced by an organization and the newly hired / promoted, regardless of position,  that is designed to ensure the highest probability of the new employee succeeding in their new position.

This month's focus goes beyond the basics of Onboarding and addresses the needs of the newly promoted or newly hired leader.  Although we often hear this referred to as Executive Integration, it is not exclusively for those sitting in or near the corner office.  It is something every New Leader needs to recognize, and own, as her or his responsibility: A personal plan for the first 100 days, and beyond.

Tim

How to Create an Onboarding Process

A well-designed, fun and engaging onboarding process can have a significant impact on employee engagement and retention. The following seven steps provide a simple framework to get started.

Successful Onboarding: Key to Employee Retention and Productivity

Studies show that 90 percent of employees cement their opinion about a company within the first six months of employment. A comprehensive onboarding program is critical to keep employees engaged, reduce turnover and more. The following insights reveal traits of successful onboarding programs.

How to Develop Leaders Like the Best Companies Do

Findings from a major study by consulting firm Hewitt Associates reinforce these four key principles that successful companies use to develop their leaders.

New Leader Success: Who Has the Responsibility?

A Center for Creative Leadership study showed that 40 percent of New Leader's will generally fail in their first 18 months on the job. These six steps will help New Leaders be successful.

Most executives' success or failure is determined in the first 90 days. This is the critical time period when they establish themselves in their new role. The following five insights can make the executive integration process a success.