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Webinar: Best Practices for Improving Workplace Productivity and Organizational Performance
Call in 866-740-1260, Access Code: 7511251
Best Practices for Improving Workplace Productivity and Organizational Performance
John Bradford, Senior Vice President, Consulting and Training Services Philip Shuler, Vice President, Enterprise Solutions Services
May 2012
Diverse Base of Marquee Customers
• 11,000+ active customers
• Customer base includes 152 Fortune 2000 companies
• Represented in over 120 countries
Customer Highlights
Financial Services Travel & Hospitality
Technology Healthcare Energy & Utilities
Education & Government
Business Services
Retail & Consumer
Our Value Proposition
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Profiles International offers solutions that enable organizations to select the right people and develop them to their full potential.
• Selection • Development • Coaching • Managing • Succession Planning
Why We’re Here Today…
Share Best-in-Class Practices that result in . . .
• Increase retention
• Achievement of first performance milestones
• Greater hiring manager satisfaction
Dramatically increase the productivity of your employees…
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How Did You Feel the First Day in a New Job?
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How Did You Feel the First Day in a New Job?
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How Did You Feel the First Day in a New Job?
Best-in-Class
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The highest current performance level in an industry, used as a standard or benchmark to be equaled or exceeded. Also called best of breed and best practice.
Best Practice
A method or technique that has consistently shown results superior to those achieved with other means, and that is used as a benchmark.
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Best Process
Who Determines Best-in-Class?
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2012 Research
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* 298 Enterprises
Benchmarking the Best-in-Class
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Benchmarking the Best-in-Class
Pressures Driving Onboarding in 2012
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Best-in-Class!
Source: Aberdeen Group, April 2012
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Best-in-Class!
Share several common characteristics, including:
Centralized onboarding process Includes both the tactical and strategic elements Define key metrics in advance
Results: drive organizational performance, accelerate productivity and improve engagement.
Source: Aberdeen Group, April 2012 18
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Onboarding
The strategic process designed to acclimate new employees into the organization and prepare them to contribute to a desired level as quickly as possible.
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The Evolution of Onboarding
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Key Drivers for Strategic Onboarding
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The Real World
Productivity gains tied to quicker onboarding process.
Time to Contribution of Onboarding Process #2
Time to Contribution of Onboarding Process #1
Shaded region represents the gained productivity
Full Productivity
Time in Job
Prod
uctiv
ity L
evel
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Key Players
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Boosting Productivity Through Onboarding
“The productivity of work is not the responsibility of the worker but of the manager.” – Peter Drucker
More than ever before, hiring managers and HR departments are being held accountable for
accelerating productivity through onboarding initiative.
The Bottom Line
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• Improving Work-place productivity
• Organization Performance
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Achieving Best-in-Class Status
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• Minimizing the time to take an employee to full-productivity • Creating a positive and productive onboarding experience • Giving new employees or transitioning employees a head start
How to Achieve Best-in-Class Status by:
Today’s Focus
Profiles Client Overview
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Kidney Dialysis Clinics 40,000 + Employees 8,800 + Clinics
The Solution
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ProfileXT® utilized for onboarding
Strategy
Involvement – Multiple Levels
Integrated Technology (ATS/PMS)
ProfileXT® (PXT) utilized for onboarding
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• Performance Models
• Top Performers
• Global Benchmarks
Remember the 2 “What’s”
What can I expect of them? What will they require of me?
Strategy
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SELECTION
Measure Core Traits Define Talent
Job Match Onboarding
Talent Assessment Strategy
High Performance Workforce
PERFORMANCE MANAGEMENT
Training Coaching
Communication
SUCCESSION PLANNING
Mobility “Bench Strength”
ENGAGEMENT · RETENTION
Multi-Level Involvement
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Integrated Technology
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Applicant Tracking Performance Management
Performance Models/Job Profiles
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Best Practices
Align with the Business
Extend the length of the program
Consider the Full Picture
Standardize/Customize
Tackle Cross-Boarding
Measure the process
Invest in Technology
What’s the difference?
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Onboarding! Cross-boarding! Transitioning!
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What’s the difference?
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Onboarding!
What’s the difference?
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Cross-boarding!
What’s the difference?
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Transitioning!
Required Actions: Laggard
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Extend the onboarding process.
Define what success looks like.
Make engagement part of the equation.
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Required Actions: Industry Average
Centralize your strategy
Establish a clear owner
Invest in technology
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Required Actions: Best-in-Class
Link onboarding to learning
Include contingent labor
Consider social media
Why We’re Here Today…
Share Best-in-Class Practices that result in . . .
• Increase retention
• Achievement of first performance milestones
• Greater hiring manager satisfaction
Dramatically increase the productivity of your employees…
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Contact Us
Profiles Assessment Asia (Pte.) Limited An Authorized Strategic Business Partner of Profiles International
14 , Robinson Road, #08-01A, Far East Finance,Singapore 048545Email: info@profiles.com.sg Telephone: 65717031Fax: 63334636
Website: http://www.profiles.com.sg
Know your people..Grow your business
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