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New Hire Orientation Process: Facilitating a Successful Onboarding Program

New Hire Orientation Process: Facilitating a Successful Onboarding ProgramHow is your new hire orientation process? 

You risk forfeiting profit and competitive position by failing to invest in the design and implementation of an effective new hire onboarding program.

We’ve released a new white paper discussing the top strategies to facilitate a successful onboarding program. Any administrator or manager in the healthcare field can benefit from these compelling onboarding tips.

But first, what is a great onboarding experience?

Onboarding has a substantial business impact and should be approached from a results perspective. It includes everything a new hire needs to reach the optimum expected productivity level and become a valued contributor to the business. Simply put, a “great” onboarding experience keeps the talented people you’ve recruited and reduces turnover throughout your organization.

The Benefits of a Great Onboarding Program

A successful new hire orientation program:

  • Ensures that employees are engaged and connects people to the culture of a company, which leads to lower turnover and higher retention at a fraction of the cost of recruitment.
  • Jump-starts employee loyalty and satisfaction.
  • Determines the speed at which new hires become productive, helping them add to the bottom line.
  • Makes employees feel valued and bought in to contributing from the start.
  • Adds value to your brand due to a more engaged, motivated workforce.
  • Improves the customer experience because employees are more effective.

Intrigued? Download our free white paper, New Hire Orientation Process: Facilitating a Successful Onboarding Program.

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 What an Onboarding Program Should Look Like

There is no single design or approach that’s right for every organization. However, the framework outlined in our white paper is a starting point for designing a relevant, effective, and engaging onboarding program.

Higher Return on Investment (ROI)

Of particular importance is the delivery platform for your onboarding program. Companies can save money simply by utilizing the correct delivery platform of the orientation materials. With today’s technology – from social media to e-learning – there is great potential to enhance content delivery electronically and reach a broader or more disparate group of individuals. This allows new hires to explore the history, benefits, and values of the company, without the need for additional company resources during this process.

In our free white paper, New Hire Orientation Process: Facilitating a Successful Onboarding Program, you’ll learn how to use technology to enhance your onboarding program.

Sound appealing? Download our free white paper, New Hire Orientation Process: Facilitating a Successful Onboarding Program.

New Hire Orientation Process: Facilitating a Successful Onboarding ProgramDownload White Paper Now

New Hire Orientation Process: Facilitating a Successful Onboarding Program addresses the following topics:

  • The Financial Benefits of a Great Onboarding Program
  • What an Onboarding Program Should Look Like
  • Orientation to Your Company’s Culture and Performance Values
  • Insight into Your Strategic Position and Direction
  • Career Support
  • Compliance Training (HIPAA, OSHA and more)
  • Documenting Employee Training
  • New Hire Orientation Checklist
  • Employee Training Plan Template
  • How to Implement Employee Training
  • Assessing an Onboarding Program

 

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Orientation to Your Company’s Culture and Values

Link Onboarding Specifically to Your Organization – Not Just the Role

A great orientation experience allows the new hire to experience the company at the heart of everything it does – not just from the perspective of the specific new hire’s role. It’s where an employee starts to identify with the organization and feel the sense of belonging that is vital for engagement.

Insight into your strategic position and direction.

In addition to sharing your company’s vision, senior leadership should address your company’s strategic position and direction:

  • An general overview of strategy and corporate goals.
  • The marketplace and how the company works, including products and services, customers, and organizational functions.

Career Support

Because continuing education credits are both required and necessary to stay at the forefront of patient care, health care teams should incorporate continuing education (CEUs) upon initial hire to demonstrate career support. This provides a perk to your licensed professionals, which leads to lower turnover and higher retention.

What are you waiting for? Download our free white paper, New Hire Orientation Process: Facilitating a Successful Onboarding Program.

New Hire Orientation Process: Facilitating a Successful Onboarding ProgramDownload White Paper Now

New Hire Orientation Process: Facilitating a Successful Onboarding Program addresses the following topics:

  • The Financial Benefits of a Great Onboarding Program
  • What an Onboarding Program Should Look Like
  • Orientation to Your Company’s Culture and Performance Values
  • Insight into Your Strategic Position and Direction
  • Career Support
  • Compliance Training (HIPAA, OSHA and more)
  • Documenting Employee Training
  • New Hire Orientation Checklist
  • Employee Training Plan Template
  • How to Implement Employee Training
  • Assessing an Onboarding Program

 

Compliance Training

With a constant influx of new rules, codes and legal headaches, regulatory compliance training is imperative for the health care industry. And in order to “build a culture of compliance”, an initial orientation program must include regulatory compliance training. But, where do you start?

HIPAA Law

The HITECH Act of 2009 gave HHS greater authority when imposing civil money penalties for HIPAA law violations. A facility can be charged up to a $1.5 million penalty per year per violation of HIPAA lawIn addition, the states’ attorneys general may also pursue civil actions. And, breaches for greater than 500 patients must be reported to news media. Bottom line – all of your new employees will require regulatory compliance training to avoid these costly HIPAA law violations.

In our white paper, you’ll learn the 8 most common HIPAA violations and how to avoid them.

JCAHO Standards

Joint Commission accreditation can be earned by many types of healthcare organizations, including hospitals, doctor’s offices, nursing homes, office-based surgery centers, behavioral health treatment facilities, and providers of home care services. But in order to achieve accreditation, your facility must include documentation of employee training on JCAHO standards. Again, this is a critical element of your onboarding program.

OSHA

The Occupational Safety and Health Administration (OSHA) sets guidelines and standards for to promote the safety and health of workers.  OSHA standards explicitly require the employer to train their employees in the health and safety aspects of their jobs.

In our white paper, you’ll learn 5 OSHA Guidelines for Medical Offices.

Do you have an effective method of documenting employee training?

Records provide evidence of compliance with standards. Documentation can also supply an answer to one of the first questions an OSHA or other compliance investigator will ask: “Was the employee trained to do the job?” The hard work you expend on educating your employees is a waste of time and money if you don’t document completion of regulatory compliance training!

In our white paper, New Hire Orientation Process: Facilitating a Successful Onboarding Program, you’ll learn the keys to effective documentation and 3 documentation safeguards.

Want to avoid compliance fines? Download our free white paper,New Hire Orientation Process: Facilitating a Successful Onboarding Program.

New Hire Orientation Process: Facilitating a Successful Onboarding ProgramDownload White Paper Now

New Hire Orientation Process: Facilitating a Successful Onboarding Program addresses the following topics:

  • The Financial Benefits of a Great Onboarding Program
  • What an Onboarding Program Should Look Like
  • Orientation to Your Company’s Culture and Performance Values
  • Insight into Your Strategic Position and Direction
  • Career Support
  • Compliance Training (HIPAA, OSHA and more)
  • Documenting Employee Training
  • New Hire Orientation Checklist
  • Employee Training Plan Template
  • How to Implement Employee Training
  • Assessing an Onboarding Program

 

How to Implement Employee Training

Implementing training often poses a logistical or financial challenge, especially for businesses that have employees who work different shifts. In our white paper, learn how to disseminate training materials while at the same time, limiting training meetings to reduce costs.

Assessing an Onboarding Program

If an onboarding program is to deliver and continually improve its performance, a company needs to see the impact both financially and culturally. Therefore, an essential but often overlooked component of a great onboarding program is reliable reporting. Best-in-class organizations measure, monitor, and report on their programs, so they know that it’s achieving the intended results. Knowing the dollar impact of onboarding on the business is one way to prove its worth to senior leaders. In our white paper, New Hire Orientation Process: Facilitating a Successful Onboarding Program, learn best practices for reporting that incorporate the metrics to substantially impact your bottom line.

And, don’t forget…

Leadership is about inspiring people!

Start by easing your new employees’ assimilation to their new working environment with a smooth, stress-free onboarding process. Download our free white paper now.

Want to avoid compliance fines? Download our free white paper,New Hire Orientation Process: Facilitating a Successful Onboarding Program.

New Hire Orientation Process: Facilitating a Successful Onboarding ProgramDownload White Paper Now

New Hire Orientation Process: Facilitating a Successful Onboarding Program addresses the following topics:

  • The Financial Benefits of a Great Onboarding Program
  • What an Onboarding Program Should Look Like
  • Orientation to Your Company’s Culture and Performance Values
  • Insight into Your Strategic Position and Direction
  • Career Support
  • Compliance Training (HIPAA, OSHA and more)
  • Documenting Employee Training
  • New Hire Orientation Checklist
  • Employee Training Plan Template
  • How to Implement Employee Training
  • Assessing an Onboarding Program

 

References:

[1] Wilson, A. (2012, October 9). A third of execs think of quitting in their first 3 months. Retrieved June 19, 2015, from http://www.hcamag.com/hr-news/a-third-of-execs-think-of-quitting-in-their-first-3-months-144405.aspx

[2] Onboarding Benchmark Report. (2006, August 1). Retrieved June 19, 2015, from http://www.hreonline.com/ pdfs/10022007Extra_AberdeenReport.pdf

[3] New Hire Onboarding: An Overlooked Element in Sustaining Successful Strategy Execution – Root Inc. (n.d.). Retrieved June 19, 2015, from http://www.rootinc.com/white_papers/new-hire-onboarding-overlooked-element-sustainingsuccessful-strategy-execution/

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