• To understand the importance of onboarding in retaining employees
• To identify key factors that contribute to successful onboarding
• To explore different onboarding approaches and strategies
• To develop action plans for improving onboarding in your organization

• The business case for effective onboarding
• Onboarding best practices and key success factors
• Onboarding approaches and methods
• Developing an onboarding plan for your organization
• Measuring the effectiveness of onboarding

This training will include a mix of lectures, group discussions, and practical exercises. Participants will have the opportunity to apply what they have learned through exercises and case studies.

This training will incorporate both theoretical and practical elements. Participants will learn about relevant theories and research on onboarding and employee retention, and will also have the opportunity to apply this knowledge through exercises and case studies.

included in 90-min, Half Day & Full Day sessions

• Group discussion: Participants will discuss the impact of onboarding on employee retention in their own organizations and share best practices and challenges.
• Onboarding plan development: Participants will work in small groups to develop an onboarding plan for a fictional new hire, considering key success factors and incorporating different onboarding approaches.
• Measuring effectiveness: Participants will discuss ways to measure the effectiveness of onboarding in their organization and identify potential metrics to track.

(included in Half-Day and Full Day sessions)

• The Job Demands-Resources Model: This framework suggests that job demands (e.g. workload, time pressure) and job resources (e.g. support, development opportunities) interact to impact employee well-being and retention.
• Socialization Theory: This theory proposes that new employees go through a process of socialization, in which they learn about and adapt to the norms, values, and expectations of their organization.
• The Honeymoon-Hangover Model: This model suggests that new employees typically go through a honeymoon period, followed by a hangover period as they encounter challenges and adjustments in their new role.

1. The Job Demands-Resources Model can be used to identify areas for improvement in the onboarding process, such as providing more support or development opportunities for new employees.
2. Socialization Theory can inform the design of onboarding programs, including the types of activities and interactions that are most effective in helping new employees adapt to their organization.
3. The Honeymoon-Hangover Model can be used to anticipate and manage the challenges that new employees may face during the onboarding process, such as providing ongoing support and feedback.

At the end of this session, participants will have a deeper understanding of the importance of onboarding in retaining employees and will have developed strategies for improving the onboarding process in their organization. They will be able to apply this knowledge through the development of an onboarding plan and by identifying ways to measure the effectiveness of onboarding.