New hire learning curves can be expensive, so the Global Human Resources Outsourcing (GHRO) team took a look at some recent research about ways to properly “onboard” new employees for optimum results.

Aberdeen Group recently published findings on the impacts of learning during onboarding and the early stages of the employee lifecycle. The report “Accelerating Time to Performance” by Mollie Lombardi, research director of Aberdeen’s human capital management practice, makes the argument that effectively training new staff members can increase their level of execution, as well as encourage retention.

Reports Aberdeen’s Lombardi:

“Time is money, as the old saying goes, and companies today can ill afford to waste either when it comes to bringing a new hire up to speed.  Learning plays a critical role in transforming the onboarding process from an exercise in efficient tactical execution to an experience that accelerates performance, builds engagement, and fosters a sense of connection between new hires, their managers, and their team. This Insight will examine how learning in the onboarding phase of the employee lifecycle can improve time-to-productivity and set the stage for long term excellence.”

Research is also money, of course, so interested parties can purchase “Accelerating Time to Performance” from Aberdeen for $399.  Click here for more details.

Fortunately, HRO Today has summarized the report in an article titled “The Need for Speed.

Onboarding typically includes a few different elements: benefits enrollment forms, orientation, socialization and culturalization.  The report notes that forming strategic connections makes onboarding part of a broader learning and development strategy, rather than a tactical state of recruitment.  Also becoming increasingly popular, as shown by 64 percent of respondents, is enrollment of employees in learning and development programs, which is now being included more often in the onboarding process.

According to the Aberdeen report, onboarding typically begins with three top objectives:

• Better assimilation of new hires into company culture (66 percent of respondents)
• Getting new employees productive more quickly (62 percent)
• Improvement of employee engagement (54 percent).

Training is a key component to getting new hires up to speed. The more quickly that new employees understand business goals, the happier both hiring managers and customers become.

“Learning is an important part of onboarding,” Lombardi says. “Organizations should focus on goal setting and helping employees understand the resources that are available to them to achieve those goals.”

It’s usually very clear why a company would invest in hiring an excellent law or accounting firm to represent their interests.  These two industries offer services that save their clients countless amounts of money annually. Business owners easily see the intrinsic value of investing in these firms, yet often have a hard time seeing the benefits of investing in their company’s human resources.

Recruitment Services: Attract Better Talent

It is necessary for a firm to identify the skill set that they are seeking in a potential employee in order to target their search appropriately.  An empowered Human Resources team is able to clearly identify their firm’s hiring needs and is less limited in the tools available when seeking out the best ways to fill those positions.  In the long run, better hiring practices will bring better employees.

Employee/Labor Relations: Minimize Employee Turnover

Maintaining high levels of job satisfaction amongst staff is the key to keeping long-term employees, especially in this tumultuous economy.  By investing in Human Resources, companies are able to stay on the leading edge of benefits; employees can trust that their employer cares about their health and happiness, adding to their overall opinion of their workplace.

Human Resources Management: Increase Productivity

By identifying and targeting productivity goals, firms are able to set realistic expectations for growth and monitor progress over time.  Additionally, maintaining long-term staff allows for growth and development within a position, allowing employees to bring more beneficial skill sets to the table and positively impact their work environment.

By putting these ideas into practice with Human Resources Outsourcing, companies are able to focus directly on the task at hand and become more productive and thus, more profitable. What would your company be capable of accomplishing if you streamlined your operations through HR Outsourcing?

This is the last in a seven part series which examines how human resources

can improve business owner wealth accumulation and shareholder value. In

the previous articles I asked the question:

To read the rest of this article click here: why-human-resources-anyway-part-7

This is the sixth in a seven part series which examines how human resources

can improve business owner wealth accumulation and shareholder value. In

the previous articles I asked the question:

To read the rest of this article click here: why-human-resources-anyway-part-6

This is the third in a seven part series which examines how human resources

why-human-resources-anyway-part-31

This is the second in a seven part series which examines how human

resources can improve Business Owner Wealth Accumulation and

Shareholder value. In the last article I asked the question:

To read the rest of this article click here: why-human-resources-anyway-part-2

Hi,

I wanted to take a moment to sincerely thank you for all your assistance during this hiring process with Job Corps, You have a natural ability to make people feel at ease while talking with you and that makes for a more confident candidate! Normally in my current position I am the one interviewing people for positions so this was a change for me to be on the other end and you deserve a lot of credit for helping me get the position.

So thanks again for a job very well done! I look forward to staying in touch with you via e-mail to let you know how things progress.

Thanks again!

Jason Ayer

In part 1 of this 4 part series we explored the first step of the selection interviewing framework listed below. In part 2 we discussed the preparation of interview questions. In part 3 we explored the correct way to conduct the interview itself. Part 3 addressed the third stage of the framework, name gathering evidence. Finally part 4 will put the entire process together. As always we will refer to the selection interviewing framework shown below. To read the rest of the article, click here the-employment-interview-part-4 

In part 1 of this 4 part series we explored the first step of the selection interviewing framework listed below. In part 2 we discussed the preparation of interview questions. In part 3 we will explore the correct way to conduct the interview itself. As always we will refer to the selection interviewing framework shown below. Part 3 addresses the third stage of the framework, name gathering evidence. To read the rest of the article, click here the-employment-interview-part-3

In part 1 of this 4 part series we explored the first step of the selection interviewing framework listed below. Planning is key to the interviewing process, as it sets the stage for getting the most out of the time available to you and the applicant. In part 2 we will discuss the preparation of interview questions. As always we will refer to the selection interviewing framework shown below. Part 2 addresses the second stage of the framework, namely gathering evidence.  To read the rest of this article, please click here:  the-employment-interview-part-2-2