A Strategic Approach to Induction: Engaging your Talent from Day One

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Get key insights into the dynamics surrounding `on-boarding` and connect the dots in your organisation to develop a scheme that is strategic - and examine how its impact can be monitored and evaluated
1-day interactive seminar
23 Sep 2010, 30 Nov 2010, 31 Mar 2011, 5 Jul 2011, 22 Sep 2011, 30 Nov 2011
London £550 + VAT

In brief:

Getting induction right is business critical. UK organisations are losing up to £2 billion a year in employee productivity due to inefficient induction processes and recent figures indicate 90% of staff decide whether to leave a firm within the first six months, often citing a poor induction process as a major contributing factor. With the considerable investment of time and resources into identifying and recruiting key talent, organisations really cannot afford to fall down with a sub-standard induction programme and risk an adverse effect on engagement, productivity and performance levels of a new starter’s first few months in a job.

‘On-boarding’ of new employees doesn’t at first seem a particularly strategic task. Yet making your ‘on-boarding’ and induction programme strategic requires careful planning and integration at all levels of the business. A strategic approach to induction will kick start an employee’s engagement from day one through cultural alignment, the establishment of key relationships, unlocking of potential and discretionary effort and a sense of immediate ‘belonging’. All of which result in measurably enhanced engagement, productivity and performance levels.

Induction has moved from an administrative HR process to strategic, integrated talent management – and HR is at the heart of implementing this evolvement. By understanding the needs and ensuring the strategic linkages HR can champion and facilitate the design of a scheme that cascades throughout all levels of the organisation. This interactive seminar provides key insights into the dynamics surrounding ‘on-boarding’ and will help HR and L&D professionals connect the dots in their organisations to develop a scheme that is strategic - and examine how its impact can be monitored and evaluated.

This event is CPD accredited.

Designed for:

Senior HR professionals, Learning & Development specialists, line managers, anyone responsible for the design and integration of an induction programme

Seminar highlights:

  • Understand the critical role of induction on an individual's level of engagement and performance, impacting their intention to stay, capability and motivation to perform
  • Examine the role of the line manager, and appointing team/department in the induction process and activity
  • Learn how to maximise individuals' engagement from day one
  • The role of branding, pre-induction activity, organisational values and culture
  • Connect induction to the beginning of the performance management and talent management processes
  • Assessing induction needs for different groups and areas
  • Approaches and metrics to assess the impact of your induction programme

The Programme

09:00
Registration and coffee
09:30
Welcome, introduction and objectives for the day
10:30
Induction integration: Creating integrated and sustained performance in line with organisational needs, values and priorities
  • Why does induction have such strategic impact?
  • What must a strategic induction process entail?
  • Integrated induction: linking attraction and retention to talent and performance management
11:00
Coffee
11:15
The link to engagement and performance
  • What is engagement and why does induction play such a critical role?
  • How do you engage new starters through an effective induction process?
  • Accelerating to full performance: the role of induction in optimising the route to full performance
  • Employer branding, socialisation and cultural integration
  • Optimising retention through those critical first months
12:00
Practical, interactive activity
  • Self assessment and analysis: exploring the effectiveness of your current induction processes and determining your priority needs
12:30
Lunch
13:30
Poor induction: determining the causes and overcoming the challenges
  • Exploring the hidden costs of poor induction
  • Examples of mismanaged induction: where does it usually go wrong
  • Determining the danger zones in your organisation and finding your quick wins
14:00
A strategic induction programme: key components and considerations
  • One size does not fit all: determining staff groupings and needs
  • Balancing the formal with the informal, the tailored with the generic
  • Face to face, technological, written and practical: exploring a total programme
  • Adding creativity and spice: how to reach out and engage
  • The critical first day and week
  • The central role of line manager in induction
  • Special considerations for senior executives
15:00
Tea
15:15
Impact assessment: what to consider
  • Approaches to evaluation and monitoring: key measures, indicators and metrics
  • Case studies: reviewing some examples from other organisations
15:45
Designing a scheme that will work in your organisation
  • The role of HR: what role should you take to ensure strategic recognition and impact
  • Getting the process of design right: involving your organisation to ensure ownership and buy in
  • Pragmatism and best fit approach: pulling it all together - what will work in your organisation?
16:15
Action planning
  • Key actions and priorities to implement when back in your workplace
16:30
End of seminar

Client testimonials

Exactly what I needed! Couldn't have been more tailored to my needs

—Emma Wass, Learning And Performance Manager, Nomura

Really positive experience

—Sarah Morley, Associate HR Director, Gwent Healthcare NHS Trust

It was really good and gave me lots of practical ideas to implement

—Katy Walker, Training Officer, Asthma UK

The back to work planning made it very real and engaging

—Abi Dunn, Training & Development Manager, Inventive Leisure

Informative, Interesting and thought provoking

—Jo Lundie, HR Assistant, IG Group Holdings PLC

Really good to discuss ideas and meet other people from other companies

—Yogita Mistry, Professional Development Advisor, Thales Optronics Ltd

Some great ideas that I can start to implement

—Roz Dupigny, Learning & Development Officer, Network Housing Group Ltd

Venue details

Radisson Edwardian Leicester Square Hotel
St. Martins Street
Leicester Square
London
WC2H 7HL

Tel. + 44 (0)20 7930 8641
Fax. + 44 (0)20 7451 0191
Email. reshamp@radisson.com

Click here here to visit the website.

The perfect hideaway boutique hotel in the heart of the West End. Tucked between the National Gallery and the Square itself, the Leicester Square is cool, minimalist and clutter-free with pale leathers and original art throughout. A great seafood café, the Bar & Restaurant is a chic and intimate space with a pleasantly relaxed vibe. 

This really is the perfect West End Location. To one side the National Gallery, Trafalgar Square and St James' Park, Buckingham Palace and Westminster. To the other, Leicester Square and theatre land, Soho's hip restaurants and nightlife, bustling Chinatown and Covent Garden's speciality shopping. 

Joining Instructions

Click on the relevant date/location to download joining instructions

Please note: You need to book and pay in advance of attendance.

JSB Media Partner

Download latest brochure:

Strategic Learning & Development (756KB)

 

Consultants

Our People

Angela Qureshi

Angela Qureshi, Director - heads JSB’s Education sector and Strategic HR faculty. As an HR strategist and an experienced management consultant, trainer and coach, she has extensive experience at blue chip consulting firms; Ernst & Young and Andersen Consulting (now Accenture) and as Head of HR at a large University.

 

Angela’s current work includes: Delivery of a leadership development programme for senior managers, currently broadening to support a wider cultural change programme (ongoing); Supporting an HR department with a process of change to move towards a more strategically focused, business partnering approach to HR provision, encompassed by the whole function (ongoing).  Angela brings useful experience and latest thinking from her work in an extensive range of sectors including professional services and finance.

Angela holds an MSc in Organisational Behaviour from Birkbeck College, University of London and a BSc Honours degree in Management Sciences from Warwick University.  Angela is a Level A and Level B British Psychological Society qualified Occupational Tester, and is licensed in the OPQ and MBTI instruments.  She is a Chartered Fellow of the Chartered Institute of Personnel and Development (CIPD).

 

Key areas of expertise:

  • HR and organisation strategy
  • Business strategy development facilitation
  • Leadership, change management and organisation development
  • Management development skills
  • Performance management including objective setting, performance appraisal, training and development, motivation and reward
  • Operational HR including capability, discipline and grievance, sickness absence, case work, employment law for managers, recruitment and selection, role design and competency development

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Testimonials

“It was really good and gave me lots of practical ideas to implement ”

— Katy Walker, Training Officer,
Asthma UK

Run courses In-Company

If you have 4 or more people who would benefit from this training, why not consider running it in-house?

 

  • Tailored content
  • Significant cost savings
  • Choice of time and location
  • Flexible delivery options

 

Call us now on
+44 (0)20 8371 7011
or send us an outline of your requirements.

 

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