LearnCenter onboarding tools:

•  Auto assign all onboarding, forms, completion dates and supervisor notification and routing. •  Centralize policies and procedures •  Automate new-hire orientation. •  Auto-assign new hire training and development plans with due dates. •  Build pre-hire assessments. •  Manage job profiles and the required skills and recommended learning plans for each job profile. •  Employ skill-gap reporting to identify the best matches for openings in the organization. •  Assess where the organization’s critical skills, competencies, and certifications lie to determine what skills are deficient in the company. •  Create and manage certification programs for individuals by measuring their skills against your custom defined skill sets for a particular certification. •  Track strengths and fit by recruiting science

LearnCenter will build a results-driven onboarding plan.

Any company will be able to address the onboarding process with a step-by-step knowledge base geared toward goal achievement.

Research Supports the Importance of Implementing a Formal Onboarding Process

New research from the Aberdeen Group shows that 90 percent of employees make the decision to stay at a firm within six months of joining, making the onboarding process a key to retaining talent.

It’s no surprise then that 76 percent of firms now have a formal onboarding process, up from 40 percent in 2005. What are the implications for companies that don’t put effort into onboarding? In its research, Aberdeen segmented companies into three categories: best in class, industry average, and laggards on the basis of increased retention rates, and increased productivity. Best in class companies were defined as companies that experienced an increase of 20 percent in retention and productivity, industry average companies saw retention and productivity rates remain static on increased below 20 percent, while laggards saw a decrease in retention and productivity.

When comparing the segments, some stark differences emerged with respect to onboarding:

•  Nearly 30 percent of best in class companies extend onboarding to the first six months compared to less than 10 percent of laggards. •  55 percent of best in class companies have a manager responsible for the onboarding process compared to 39 percent of laggards. •  90 percent of best in class companies incorporate socialization compared to 75 percent of laggards. •  And 91 percent of laggards have a reactive, emergency driven onboarding process, compared to 56 percent of best in class.

Learn.com’s tips for accelerated onboarding

•  Design a series of e-learning modules that new hires can access on a Web site before their first day of work. The site could provide information on culture, values and business lines, and include PDF versions of essential forms to download in advance. •  New employees can complete their forms before they arrive for orientation. •  Allows more time for the employee's initial person-to-person contact. •  For hiring managers: create an onboarding Web site on the corporate portal. •  Managers can locate and fill out all the needed requisitions for equipment, e-mail accounts, laptops, company IDs, etc., along with an extensive collection of tools, tips and templates to prepare the manager and team. •  The result is a consistent approach with quality results, and newly hired associates get off to a better start with their new managers.