Join us as Angela Chang Tran, Learning Strategy Manager at Southern California Edison and Amy Hirsh Robinson, Onboarding Expert and Principal at the Interchange Group, provide best practices, using Southern California Edison as a case study, for designing orientation and onboarding programs that accelerate business performance, organizational change and talent retention.
Learning outcomes include:
- The 6 critical steps of onboarding and implementation
- Employee orientation revamped for generational shifts in the workplace
- An effective new employee orientation model for navigating organizational culture and boosting employee engagement
This is a must-attend event with interaction and activity, because no recordings or pictures will be allowed.
The biggest mistake a company can make when onboarding talented, energetic employees into an organization is to cram hours of mind-numbing employment information into their new employee orientation. And yet, this is exactly what many new hires, arriving enthusiastic and ready to work, must endure during their first week on the job with a new employer. New employee orientations are dumping grounds for compliance.
Every department shoves as much information about employment, benefits, diversity, and safety as possible into the time allotted. The result is a jam-packed session of PowerPoints, handouts and talking heads. Instead of reaffirming an employee’s decision to take the job, and welcoming him or her into the culture, the company unintentionally creates a finger wagging session that leaves new hires weary, dispirited, and exhausted.
New employee orientations play a critical role in building organizational savvy. They are critical in helping employees connect to and navigate company culture. The solution is simple: focus on off-lining administrative information from the orientation instead of using the time to educate new hires on corporate history and culture, help them establish bonds with their peers and others in the organization.
Some interesting links:
About our Presenters:
Amy Hirsh Robinson, MBA, (www.interchange-group.com) is a leading expert on the changing workforce and the impact of generational shifts on organizations. She consults to Fortune 500 companies, privately held businesses and not-for-profits to prepare and retool leaders and their workforces to excel and compete in the New Economy. Her strategies and programs focus on onboarding new employees to ensure the retention and engagement of top talent, managing and motivating a multigenerational workforce, and building competitive talent pipelines through effective succession planning practices. Amy speaks and publishes widely on workforce strategies for the New Economy and has been cited and quoted in publications such as Forbes, the Los Angeles Times, and the Huffington Post.
Angela Chang is a Learning Strategy Project Manager at Southern California Edison. After graduating with degrees in Psychology and Business from the University of California at Irvine – where she founded Students for Industrial/Organizational Psychology, she began her mission to help companies create healthier, more engaging workplaces. In her years of experience in the Talent Management and Learning and Development spaces, she’s handled the development and administration of a HIPO, cross-functional rotation program, led the creation of a company-wide online learning portal, and re-created New Employee Orientation to focus on employee ownership and connection. As a Learning Strategy Project manager, she’s now focused on helping SCE shift its focus away from learning as a one-time event into a comprehensive strategy for employee engagement and culture – integrating the latest learning technologies, blended learning, and social learning. SCHEDULE:
10:45 AM Registration, Doors Open Informal Networking
11:05 AM Welcome & Structured Networking Activity
11:45 AM Lunch
12:00 PM Keynote Speaker
This topic aligns with ATD competencies of:
Change Management, Performance Improvement,Knowledge Management, Instructional Design,Coaching, Training Delivery,Integrated Talent Management, Learning Technologies,Managing Learning Programs, Evaluating Learning Impact
To find out more about the ASTD Competency Model for the Training and Development Profession, visit http://www.astd.org/Certification/Competency-Model
Take your knowledge to a new level and get access to exclusive info about the Competency Model for ASTD National members by becoming a Power Member (member of the Orange County Chapter and National). Find out more here
Earlybird registration ends at 5 p.m. on the Monday before the meeting.
For evening meetings: Pre-registration closes at noon on the day of the meeting, but walkins are welcome.
For lunch meetings: Pre-registration closes at noon on the day before the meeting, but walkins are welcome.
Cancellation/refund deadline is noon on the Monday before the meeting. No shows will be charged in full.