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Confidently achieve the below objectives for your organization:1)Shorten the time for new employees to become productive and revenue-generating2)Minimize the cost of poorly trained new hires, in terms of substandard quality and customer service3)Reduce turnover4)Increase engagement5)Establish leadership credibilityOnboarding is a critical part of creating a great candidate experience for a new employee. When onboarding goes well, the benefits from increased employee engagement directly impact organizational success. Employees who go through an effective onboarding program become more productive quicker and put out more valuable work. Organizations with a standard onboarding process experience 54% greater new hire productivity leading to better performance. Employees who go through a more focused and detailed welcoming experience are more likely to be enthusiastic about their organization and ultimately can become brand ambassadors. This ultimately translates to an organization's bottom-line and tangible results in higher productivity.Great Onboarding Leads to Ongoing Employee EngagementImplementing a 30/60/90 Day Plan will help to increase employee engagement while making sure the new employee understands their responsibilities and expectations from the first day onward. Companies with highly engaged workers have higher rates of customer satisfaction and fewer errors. Learn how onboarding doesn't just happen on day one.The first 30 days is all about learning everything from where the office supplies are kept to what the company sells to what the new employee's responsibilities will be.The second month of employment should focus more on collaboration and taking on more responsibilities. Training usually is ongoing throughout an employee's time at a company, but the intense training takes place within the first month. The employee will now use the training from the first 30 days to start implementing that knowledge.The last 30 days of the plan is all about independence. As the employee starts taking on more responsibilities and working on bigger projects, they need to be more accountable for your work.In this course, we propose an onboarding model that can help talent management leads to plan and execute an effective onboarding for their organization.The four phases of the onboarding model are:Validation: Did I make the right choice (Validating the candidate's decision to join your organization) Navigation: Initial DevelopmentIntegration: Ongoing development and RetentionSeparation: Supporting employees who have resignedWe include case studies from various corporates to give a 360-degree view of how successful organizations are using Onboarding as an effective Talent Management Strategic tool for employee engagement. Also is included a case study on virtual onboarding.Learning Insights:Here I share my own learnings and failings over 20 years of working with Business- Technology, Operations & Shared Services etc. I have shared insights on best practice & learning strategies adopted.I have segmented Learning Insights into two sections. The first section will deal with the foundation concepts that any learning partner, learning and development professional should be aware of. The second section deals with the Practical & realistic training operations, right from coming up with Strategy to Tactical Execution.Testimonials:It's interesting and schematic explained ~ Olga BinzariIt was truly inspiring to learn from an L & D expert! ~ Chhavi GuptaGreat Course. Lots of beneficial information ~ Mohamad ElbekaiOne of the best courses in Learning & Development. I was doing three courses parallelly and I feel so good to see such an Awesome Course created by Mr. Ravikanth. Please create more courses on L & D. I have been greatly benefitted by this Course. ~ Deepthi MulgaonkarGood insights. ~Kaushik Roy

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