A Strategic Approach to Induction: Engaging your Talent from Day One
Getting induction right is business critical. UK organisations are losing up to £2 billion a year in employee productivity due to inefficient induction processes and recent figures indicate 90% of staff decide whether to leave a firm within the first six months, often citing a poor induction process as a major contributing factor. With the considerable investment of time and resources into identifying and recruiting key talent, organisations really cannot afford to fall down with a sub-standard induction programme and risk an adverse effect on engagement, productivity and performance levels of a new starter’s first few months in a job.
Who Should Attend:
Senior HR professionals, Learning & Development specialists, line managers, anyone responsible for the design and integration of an induction programme
Seminar highlights:
- Understand the critical role of induction on an individual's level of engagement and performance, impacting their intention to stay, capability and motivation to perform•Examine the role of the line manager, and appointing team/department in the induction process and activity
- Learn how to maximise individuals' engagement from day one
- The role of branding, pre-induction activity, organisational values and culture
- Connect induction to the beginning of the performance management and talent management processes
- Assessing induction needs for different groups and areas
- Approaches and metrics to assess the impact of your induction programme
The Speakers
Angela Qureshi, Director - heads this trainer’s Education sector and Strategic HR faculty. As an HR strategist and an experienced management consultant, trainer and coach, she has extensive experience at blue chip consulting firms; Ernst & Young and Andersen Consulting (now Accenture) and as Head of HR at a large University.—Angela’s current work includes: Delivery of a leadership development programme for senior managers, currently broadening to support a wider cultural change programme (ongoing); Supporting an HR department with a process of change to move towards a more strategically focussed, business partnering approach to HR provision, encompassed by the whole function (ongoing). Angela brings useful experience and latest thinking from her work in an extensive range of sectors including professional services and finance. Angela holds an MSc in Organisational Behaviour from Birkbeck College, University of London and a BSc Honours degree in Management Sciences from Warwick University. Angela is a Level A and Level B British Psychological Society qualified Occupational Tester, and is licensed in the OPQ and MBTI instruments.
The Programme:
09:00 Registration and coffee
09:30 Welcome, introduction and objectives for the day
10:30 Induction integration: Creating integrated and sustained performance in line with organisational needs, values and priorities
- Why does induction have such strategic impact?
- What must a strategic induction process entail?
- Integrated induction: linking attraction and retention to talent and performance management
11:00 Coffee
11:15 The link to engagement and performance
- What is engagement and why does induction play such a critical role?
- How do you engage new starters through an effective induction process?
- Accelerating to full performance: the role of induction in optimising the route to full performance
- Employer branding, socialisation and cultural integration
- Optimising retention through those critical first months
12:00 Practical, interactive activity
- Self assessment and analysis: exploring the effectiveness of your current induction processes and determining your priority needs
12:30 Lunch
13:30 Poor induction: determining the causes and overcoming the challenges
- Exploring the hidden costs of poor induction
- Examples of mismanaged induction: where does it usually go wrong
- Determining the danger zones in your organisation and finding your quick wins —14:00 A strategic induction programme: key components and considerations
- One size does not fit all: determining staff groupings and needs
- Balancing the formal with the informal, the tailored with the generic
- Face to face, technological, written and practical: exploring a total programme
- Adding creativity and spice: how to reach out and engage
- The critical first day and week
- The central role of line manager in induction
- Special considerations for senior executives
- 15:00 Tea
- 15:15 Impact assessment: what to consider•Approaches to evaluation and monitoring: key measures, indicators and metrics
- Case studies: reviewing some examples from other organisations
- 15:45 Designing a scheme that will work in your organisation
- The role of HR: what role should you take to ensure strategic recognition and impact
- Getting the process of design right: involving your organisation to ensure ownership and buy in
- Pragmatism and best fit approach: pulling it all together - what will work in your organisation?
16:15 Action planning
- Key actions and priorities to implement when back in your workplace
16:30 End of seminar