The use of this seal confirms that this activity has met HR Certification Institutes (HRCI) criteria for recertification credit pre-approval.
This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org." ...more

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HRTrainOnline is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

We're in a new world now creating new challenges in the way we do our work including how we welcome and engage our new hires both in person and virtually.

Onboarding virtually creates new opportunities that we may continue to use even when the pandemic is not as much of a threat. Whether you call it Onboarding, Induction, Enculturation, or New Employee Orientation (NEO), the process used to welcome and train your new employees while capturing their excitement of a new job and reducing their new job jitters is critical to their success. Conducting the process virtually just adds a bit more innovation in providing the same information.

NEO in is not a one-day event, but rather a process that begins after their acceptance of the job and extends through the first year of their employment. Studies show that the new arrival's primary concerns are three things my job, my boss, and my coworkers. However, healthcare offers more unique challenges than the usual organization - ensuring the safety and quality care of patients.

Dealing with new employee jitters and uncertainties is a high priority in orientation programs. How long this mental mayhem lasts may depend a great deal on employee orientation, which unit will they be assigned to, what type of patient diagnosis will the nurse and others be caring for, is the new hire going to be working as a manager, in a leadership role. Onboarding is a strategy and a process that extends well beyond their first day on the job. It is a critical process to get the new hire off and running. The new environment may be virtual- their new virtual environment, their new virtual position, and with new virtual colleagues enabling them to enjoy their work and their employer.

Onboarding needs to include fun activities, using “buddies” to streamline the new hire's experience, beginning from the point of the job offer. All of these efforts can be done virtually, if necessary. It is one of the most important elements an employer should invest in.

Areas Covered in the Session:

• Sample checklists for the manager/supervisor, HR, and the Buddy are provided
• Tips on orienting the virtual employee
• How to evaluate your Onboarding process
• To discuss importance of Checklists for what to accomplish the first day, first week, first month, and the first 90 days
• To list suggested lists and topics for the onboarding portal
• To examine onboarding portal systems
• Tips on how to select and utilize a Buddy
• Orientation Evaluation forms for the new hire, HR, the buddy, and management
• Tips on the manager-new hire “expectations” discussion

Who Will Benefit:

• All Industries - Human Resources - Generalists and Managers
• Supervisors and Managers of Departments or Units in any Industry