Develop a Comprehensive Onboarding Plan
Drive employee engagement and retention with a robust onboarding program that acclimates, guides, and develops new hires.
- Onboarding is often confused with orientation and given only superficial treatment.
- Managers play a critical role in onboarding. Onboarding training for managers is critical to ensuring that they understand and are prepared to onboard new hires.
- Due to the key role that managers play, new hires’ onboarding experience is often inconsistent across the organization.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Onboarding starts when the candidate accepts the job offer. It should be a continuation of the candidate experience.
- As with the candidate experience, embed the employee value proposition throughout onboarding to build on new hire enthusiasm and commitment.
Impact and Result
- Implement an onboarding program that addresses all three critical components – orientation, performance management, and development – over a series of months.
- Consider the different stakeholders and which groups will be virtual versus onsite to design the best approach to the organization’s onboarding activities.
- Work with managers on how to create an effective onboarding program to ensure that they are aware of their critical role in the process, ensuring a consistent onboarding experience across the organization.
Develop a Comprehensive Onboarding Plan
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
After completing this course, learners will be equipped to successfully drive employee engagement and retention through a comprehensive onboarding plan that acclimates, guides, and develops new hires along their onboarding journey.
Learning Objectives
By the end of this course, learners will be able to:
- Implement an onboarding program or improve their current one.
- Successfully ensure everyone who should be involved in the process is aware of their involvement, and learners will be provided with tips on how to let others know what they are accountable for.
- Work with and provide a manual for managers to create an effective and impactful onboarding program, ensuring a consistent onboarding experience across the organization.
All of our McLean Academy courses have closed captioning available. To turn this function on, click on the C.C. in the bottom right corner of the video screen and click "English" in the options that pop up.
Course Modules
Introduction: Develop a Comprehensive Onboarding Plan
Module 1
Module 2
Module 3
Module 4
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 5-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Assess current onboarding efforts
- Call 1: Review rationale for doing the project and discuss the effectiveness of the current onboarding program.
Guided Implementation 2: Design a plan to acclimate new hires
- Call 1: Discuss methods of organizing administrative tasks, identify key company information, and design activities to socialize new hires.
Guided Implementation 3: Guide employees through performance management
- Call 1: Review the three components of the new-hire performance management process and how to modify them to meet the needs of your organization.
Guided Implementation 4: Develop employees for success
- Call 1: Review the new-hire development process and how to support managers through each activity.
Guided Implementation 5: Implement and communicate the new onboarding program
- Call 1: Review communication plan and program implementation.
- Call 2: Follow up on project metrics.
Contributors
- George Bradt, Executive Onboarding Expert, Chairman PrimeGenesis
- Shara Gamble, Director, Human Resources, TAMKO
- Chris John, Consultant, HR Client Relations, DTE Energy
- Shaun McBride, Director of Global HR Services, McCain Foods
- Melissa Nurse, HR Representative, Black & McDonald Limited
- Flora Pasini, VP, Human Resources, Altus Group
- Sharon L. Scibek, SPHR, VP, Human Resources, Capital Financial Group, Inc.
- Doris Sims, SPHR, The Succession Consultant, and Author, Creative Onboarding Programs
- Debra Wooten, Talent Manager, Walton County Tax Collector
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