1<!DOCTYPE html>
2
3Anonymous
4/bestp
5/bestp/domrep.nsf
68744E6CDB3EDA4F465257A020022FDB5
8
9
10
11
12
13
140
15
16
17/bestp/domrep.nsf/products/commercia-onboarding-employee-engagement-retention?OpenDocument
18
19OpenDocument
203.93.75.242
21
22
23www.best-in-class.com
24/bestp/domrep.nsf
25DB




Products & Services Human Resources Employee Training and Development

Commercial Onboarding Excellence: Key Objectives, Measuring Success and Influencing Retention

ID: 5207


Features:

20 Info Graphics

11 Data Graphics

159 Metrics

3 Narratives


Pages/Slides: 39


Published: Pre-2014


Delivery Format: Online PDF Document


 

License Options:
close

Single User: Authorizes use by the person who places the order or for whom the order was placed.

Sitewide: Authorizes use of the report for a geographic site. All people at site can view the report for a year and copies can be printed.

Corporate: Authorizes use for the entire company for a year and copies can be printed. No limitations for usage inside the company.




Buy Now

 


  • STUDY OVERVIEW
  • BENCHMARK CLASS
  • SPECIAL OFFER
Non-members: Click here to review a complimentary excerpt from "Commercial Onboarding Excellence: Key Objectives, Measuring Success and Influencing Retention"

STUDY OVERVIEW

Organizations rely on effective onboarding programs to help new hires quickly become productive employees. Initial training programs are also seen as a fertile time for planting the seeds of employee engagement and retention, although those elements are often under-emphasized. Likewise, many companies struggle to effectively measure the success of their onboarding programs.

Best Practices, LLC conducted this research study to highlight the typical primary and secondary onboarding goals for organizations and how effective they are at meeting those goals. The study also examines how organizations measure the performance of their onboarding programs and how companies can influence retention through their onboarding programs. Training and development leaders can use this study to compare their organization's approach to these issues with the current practices of leading organizations.

The study includes two segments: a pharmaceutical/medical device segment and a total benchmark class segment.

KEY TOPICS

  • Creating High “Set Points” for Productivity, Positive Attitude & Loyalty: Key Program Objectives
  • Training on Technology, Mentor Systems & Managing Peak Hire Periods: Other Critical Success Factors.

SAMPLE KEY METRICS
  • The primary and secondary goals of onboarding program
  • How are new hire progress/performance measured during the onboarding process
  • How is the success of an onboarding program measured
  • What three things can a company do during the onboarding process to positively influence retention
  • What program elements are important to the overall success of an onboarding program
  • Approaches to deal with increased volume of new hires in training programs


SAMPLE KEY FINDINGS
  • Onboarding Programs Lack Sufficient Performance Measurement: Sixty percent of both segments measure the performance of their onboarding program via a post-training interview with new hires. That performance measurement tactic was the only one used by a majority of both segments.
  • Using More Managers as Trainers the Favored Approach to an Influx of New Hires: A majority of both segments – in particular pharma/device (70%) – felt an influx of new hires would be best handled by increasing the use of managers in training programs. It was the tactic that won the largest percentage of “Very Effective” designations out of a list of nine tactics.

METHODOLOGY

The study is based on the insights of 33 training and development leaders with Onboarding responsibilities among 33 national and global organizations. The data has been segmented to show the perspective of BioPharma/Device Companies compared with the Total Benchmark Class.

Industries Profiled:
Pharmaceutical; Manufacturing; Biotech; Consumer Products; Diagnostic; Medical Device; Medical; Health Care; Service; Financial Services; Professional Services; Computers; Computer Software; Utilities; Telecommunications; Construction; Engineering; Orthopaedics; Technology; Consulting; Shipping; Logistics; Aerospace; Defense; Research; Automobile; Science


Companies Profiled:
Bayer; Bayer Crop Science; Biogen; TSPMG; Abbott; ASEC; Pfizer; Omni; Toyota Financial Services; Aerotek; SAS; URS; Stiefel; Tornier; Boehringer Ingelheim; ArcelorMittal; Watson Pharmaceuticals; Graham Packaging Compay Inc; Genzyme; UPS; Raytheon; CareFusion; General Dynamics; Astellas; MultiCare Health System; Avaya; LexisNexis; Johnson Controls; Bosch; Ortho-Clinical Diagnostics; Thermo Fisher Scientific; Hypertherm; Johnson & Johnson; GE Healthcare

If you purchase Best Practice Database document(s), you will have 30 days from the date of purchase to apply some or all of the cost of the document(s) toward the cost of a Full Access Individual, Pharma, Group or University Membership. Write us at DatabaseTeam@bestpracticesllc.com or call David Guinn at 919-767-9179 if you have any questions.