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.

• 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

• 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.

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.