we have scenario 3

You never get a second chance to make a first impression 4% of new hires leave a job after a disastrous first day 22% of turnover occurs within the first 45 days Costing the company at least 3x the former employee's salary* Onboarding is a critical point in the talent lifecycle. A solid program not only bridges the gap between candidate experience and employee experience, it acts as a catalyst for employee satisfaction and retention. Of course, it's hard to make a powerful first impression with limited resources, budget, and leadership support. I To help your company succeed, you will create an Onboarding Program to make the first interactions with new employees count, and become a more productive and successful talent management team. One of the most important and often overlooked steps is pre-boarding. It's the introduction to the full onboarding experience. Not only does it increase new hires' excitement, but it also fosters a relationship with them before orientation. So before your new employees step foot into your office, do the necessary groundwork to be prepared for your new hire. From the basics to awesome extras, create an "Ultimate New Hire Checklist" that will help the company identify every way to make the new employee feel valued and welcomed. THE ULTIMATE NEW HIRE CHECKLIST PEOPLE TO NOTIFY: ACTIONS AND ITEMS TO REQUEST: THINGS TO DO AND ORGANIZE: EXTRAS TO BRING WARMTH AND SURPRISE: OTHER (IF APPLICABLE): 3 It is important to engage new employees before orientation / their first day. Create a sample email for your new employee to send one week before they arrive. It's a great way to communicate how excited you are for them to join, and also prepare them for success on day one. Note: . Don't forget to consider your company's workplace culture and personality. NEW HIRE EMAIL SALUTATION: Focus cec It is important to engage new employees before orientation / their first day. Create a sample email for your new employee to send one week before they arrive. It's a great way to communicate how excited you are for them to join, and also prepare them for success on day one. Note: Don't forget to consider your company's workplace culture and personality. NEW HIRE EMAIL SALUTATION: WELCOME MESSAGE: NEW HIRE ORIENTATION SCHEDULE: WHAT TO BRING: 1 OTHER (IF APPLICABLE): CLOSING REMARKS: COMPLIMENTARY CLOSE: First Day Experience "New hire orientation" is so stale. Give your fresh employees an amazing first impression of their new career choice with an interactive and fun first day on the new job. Create a First Day - Orientation Agenda. This will help you plan an informational yet dynamic experience. Ensure you include experiential learning to make a greater impact. Notes: You may change the times and layout, ensure to capture the full day's events Do not provide one or two word activities (provide a complete thought) AGENDA: FIRST DAY 8:00 AM: 9:00 AM I 10:00 AM: 11:00 AM: NOON: 1:00 PM: 11:00 AM NOON: 1:00 PM 2:00 PM: 3:00 PM: 4:00 PM: At the end of their first day, provide them with a New Hire Welcome Guide and go over it with them. As new employees get familiar with their role and the company, they will refer to this resource frequently. The guide should include a welcoming message, resources available to the employee, policies, dress code, and the like. Dan At the end of their first day, provide them with a New Hire Welcome Guide and go over it with them. As new employees get familiar with their role and the company, they will refer to this resource frequently. The guide should include a welcoming message, resources available to the employee, policies, dress code, and the like. A professional quality comprehensive guide can take months to create, and therefore you will create a mock interactive "New Hire Welcome Guide" digital page available to new hires through the organization's intranet website page. Your outline must include the following: at minimum ten imitation links with titles (various topics/resources employees may access through the organization's intranet) add an applicable icon or other visual beside your title links three (3) frequently asked questions (you would expect from a new hire) and the corresponding response be creative - imagine your digital page as an on-line "New Hire Welcome Guide" intranet portal (you are encouraged to change up the format of this template) ensure the new hire (and I) can easily identify the information available through each link remember, this is a word document - your link title/visual icons are not linked to any documents the focus is on the title of each link (what information could employees expect to find?) and the visual icon (for fun) NEW HIRE WELCOME GUIDE (IMITATION INTERACTIVE DIGITAL PAGE) . . . . LINK 1: LINK 2: LINK 3: LINK 4: LINK 5: LINK 6: LINK 7: Focus yuu Ikute/visual icons are not linked to any documents the focus is on the title of each link (what information could employees expect to find?) and the visual icon (for fun) NEW HIRE WELCOME GUIDE (IMITATION INTERACTIVE DIGITAL PAGE) LINK 1: LINK 2: LINK 3: LINK 4: LINK 5: LINK 6: LINK 7: LINK 8: LINK 9: LINK 10: FREQUENTLY ASKED QUESTIONS: I QUESTION 1 ANSWER 1 QUESTION 2 ANSWER 2 QUESTION 3 ANSWER 3 FOCUS You have done a great job of preparing well in advance to ensure the new hire feels welcomed, to create an excellent first impression and to ensure efficiency. You want the handoff to the manager/supervisor to be smooth and effective, so provide a checklist to the hiring manager. It should include everything they need to do to onboard their new employee going forward. Create a manager's new hire checklist based on the company you chose. Note: Do not use the examples I have provided you under each heading, please create your own content. THE MANAGERS' NEW HIRE CHECKLIST BUILDING OPERATIONS: (for example, first aid, building lay-out, location of office materials) JOB/SPECIFIC: (for example, review job description, company goals) CREATE A WARM WELCOME: (for example, first day lunch plans, introductions) SHOW INVESTMENT: (for example, identify learning opportunities) Dreur 25 Congratulations! You designed the first portion of an On-Boarding Program that will assist new employees to become a more productive and successful members of your chosen organization. A complete On-Boarding Program will often continue the full duration of an employee's probationary period, which can be anywhere from one month to six months, but may last as long as one year. Further additions to an On-Boarding Program may include: goal setting scheduled meetings with the manager and new employee (opportunity to discuss daily operations and for questions and answers) frequent impromptu worksite visits by the manager for on-going regular feedback new hire orientation survey 30 day reviews by the manager (opportunity for two-way feedback) 90 day reviews by the manager (opportunity for two-way feedback) probationary period reviews . . . Don't forget to complete your On-Boarding Program assignment, you must provide a 1 to 2 paragraph summary on how an On-Boarding Program applies to Talent I Management and Managing Employees' Performance. Explain how an On-Boarding program is linked to both topics as listed above Maintain a professional appearance Ensure your response provides enough detail to establish your understanding of the subject matter MODULE 3 - ON-BOARDING PROGRAM Scenario 3 Enchanted Dreams Toy Boutique is a whimsical retailer known for their expansive array of fanciful, quaint, imaginative and old-fashioned toys. The business has been in operation for over 25 years and offers their "heirloom" niche toys to affluent shoppers and those seeking the perfect gift. According to Enchanted Dreams, no person is too old to delight in magic and wonder. Enchanted Dreams realizes their need to captivate purchasers from all around the world is required to remain competitive. The corporate strategy is to provide on-line shopping and to open two new boutiques in the next two years, one to be located on one of London, England's most iconic streets, Oxford Street and the other to be located on 5 Avenue, New York, New York. Enchanted Dreams is unwavering in their intent to capture the imagination of all window shoppers, and in- store and on-line purchasers with their enchanting and desirable merchandise. To be successful, Enchanted Dreams must also expand their services beyond high quality, unique and eye pleasing products; they must capture the hearts, imagination and goodwill of their buyers. As the business works on their expansion, one of the items on their 'to do' list is to create an On-Boarding Program. Enchanted Dreams understands their success has not occurred by chance. Each effort has been intentional, based on their desire to provide not just any product, but a wonderful item that is provided with a serving of charm and enchantment. To keep their hope alive, Enchanted Dreams' On-Boarding program must align with their vision and values. You have been hired as a consultant to create an On-Boarding Program. The owners have shared with you the company's vision, mission, and values and their story, which literally began with a dream and a small business loan. The owners have left the On-Boarding program to you. Enchanted Dreams expects their staff compliment to be made up of 24 jobs and 206 positions, as follows: Shipper Storefront Manager Purchaser Receiver Janitor Cleaner Interior Designer Cashier Data Entry Clerk Sales Manager Greeteri Web Developer Director Floor Attendant Marketing Specialist Store Manager Payroll Clerk On-line Sales Support On-line Manager Office Manager Delivery Driver Receptionist Administrative Assistant You never get a second chance to make a first impression 4% of new hires leave a job after a disastrous first day 22% of turnover occurs within the first 45 days Costing the company at least 3x the former employee's salary* Onboarding is a critical point in the talent lifecycle. A solid program not only bridges the gap between candidate experience and employee experience, it acts as a catalyst for employee satisfaction and retention. Of course, it's hard to make a powerful first impression with limited resources, budget, and leadership support. I To help your company succeed, you will create an Onboarding Program to make the first interactions with new employees count, and become a more productive and successful talent management team. One of the most important and often overlooked steps is pre-boarding. It's the introduction to the full onboarding experience. Not only does it increase new hires' excitement, but it also fosters a relationship with them before orientation. So before your new employees step foot into your office, do the necessary groundwork to be prepared for your new hire. From the basics to awesome extras, create an "Ultimate New Hire Checklist" that will help the company identify every way to make the new employee feel valued and welcomed. THE ULTIMATE NEW HIRE CHECKLIST PEOPLE TO NOTIFY: ACTIONS AND ITEMS TO REQUEST: THINGS TO DO AND ORGANIZE: EXTRAS TO BRING WARMTH AND SURPRISE: OTHER (IF APPLICABLE): 3 It is important to engage new employees before orientation / their first day. Create a sample email for your new employee to send one week before they arrive. It's a great way to communicate how excited you are for them to join, and also prepare them for success on day one. Note: . Don't forget to consider your company's workplace culture and personality. NEW HIRE EMAIL SALUTATION: Focus cec It is important to engage new employees before orientation / their first day. Create a sample email for your new employee to send one week before they arrive. It's a great way to communicate how excited you are for them to join, and also prepare them for success on day one. Note: Don't forget to consider your company's workplace culture and personality. NEW HIRE EMAIL SALUTATION: WELCOME MESSAGE: NEW HIRE ORIENTATION SCHEDULE: WHAT TO BRING: 1 OTHER (IF APPLICABLE): CLOSING REMARKS: COMPLIMENTARY CLOSE: First Day Experience "New hire orientation" is so stale. Give your fresh employees an amazing first impression of their new career choice with an interactive and fun first day on the new job. Create a First Day - Orientation Agenda. This will help you plan an informational yet dynamic experience. Ensure you include experiential learning to make a greater impact. Notes: You may change the times and layout, ensure to capture the full day's events Do not provide one or two word activities (provide a complete thought) AGENDA: FIRST DAY 8:00 AM: 9:00 AM I 10:00 AM: 11:00 AM: NOON: 1:00 PM: 11:00 AM NOON: 1:00 PM 2:00 PM: 3:00 PM: 4:00 PM: At the end of their first day, provide them with a New Hire Welcome Guide and go over it with them. As new employees get familiar with their role and the company, they will refer to this resource frequently. The guide should include a welcoming message, resources available to the employee, policies, dress code, and the like. Dan At the end of their first day, provide them with a New Hire Welcome Guide and go over it with them. As new employees get familiar with their role and the company, they will refer to this resource frequently. The guide should include a welcoming message, resources available to the employee, policies, dress code, and the like. A professional quality comprehensive guide can take months to create, and therefore you will create a mock interactive "New Hire Welcome Guide" digital page available to new hires through the organization's intranet website page. Your outline must include the following: at minimum ten imitation links with titles (various topics/resources employees may access through the organization's intranet) add an applicable icon or other visual beside your title links three (3) frequently asked questions (you would expect from a new hire) and the corresponding response be creative - imagine your digital page as an on-line "New Hire Welcome Guide" intranet portal (you are encouraged to change up the format of this template) ensure the new hire (and I) can easily identify the information available through each link remember, this is a word document - your link title/visual icons are not linked to any documents the focus is on the title of each link (what information could employees expect to find?) and the visual icon (for fun) NEW HIRE WELCOME GUIDE (IMITATION INTERACTIVE DIGITAL PAGE) . . . . LINK 1: LINK 2: LINK 3: LINK 4: LINK 5: LINK 6: LINK 7: Focus yuu Ikute/visual icons are not linked to any documents the focus is on the title of each link (what information could employees expect to find?) and the visual icon (for fun) NEW HIRE WELCOME GUIDE (IMITATION INTERACTIVE DIGITAL PAGE) LINK 1: LINK 2: LINK 3: LINK 4: LINK 5: LINK 6: LINK 7: LINK 8: LINK 9: LINK 10: FREQUENTLY ASKED QUESTIONS: I QUESTION 1 ANSWER 1 QUESTION 2 ANSWER 2 QUESTION 3 ANSWER 3 FOCUS You have done a great job of preparing well in advance to ensure the new hire feels welcomed, to create an excellent first impression and to ensure efficiency. You want the handoff to the manager/supervisor to be smooth and effective, so provide a checklist to the hiring manager. It should include everything they need to do to onboard their new employee going forward. Create a manager's new hire checklist based on the company you chose. Note: Do not use the examples I have provided you under each heading, please create your own content. THE MANAGERS' NEW HIRE CHECKLIST BUILDING OPERATIONS: (for example, first aid, building lay-out, location of office materials) JOB/SPECIFIC: (for example, review job description, company goals) CREATE A WARM WELCOME: (for example, first day lunch plans, introductions) SHOW INVESTMENT: (for example, identify learning opportunities) Dreur 25 Congratulations! You designed the first portion of an On-Boarding Program that will assist new employees to become a more productive and successful members of your chosen organization. A complete On-Boarding Program will often continue the full duration of an employee's probationary period, which can be anywhere from one month to six months, but may last as long as one year. Further additions to an On-Boarding Program may include: goal setting scheduled meetings with the manager and new employee (opportunity to discuss daily operations and for questions and answers) frequent impromptu worksite visits by the manager for on-going regular feedback new hire orientation survey 30 day reviews by the manager (opportunity for two-way feedback) 90 day reviews by the manager (opportunity for two-way feedback) probationary period reviews . . . Don't forget to complete your On-Boarding Program assignment, you must provide a 1 to 2 paragraph summary on how an On-Boarding Program applies to Talent I Management and Managing Employees' Performance. Explain how an On-Boarding program is linked to both topics as listed above Maintain a professional appearance Ensure your response provides enough detail to establish your understanding of the subject matter MODULE 3 - ON-BOARDING PROGRAM Scenario 3 Enchanted Dreams Toy Boutique is a whimsical retailer known for their expansive array of fanciful, quaint, imaginative and old-fashioned toys. The business has been in operation for over 25 years and offers their "heirloom" niche toys to affluent shoppers and those seeking the perfect gift. According to Enchanted Dreams, no person is too old to delight in magic and wonder. Enchanted Dreams realizes their need to captivate purchasers from all around the world is required to remain competitive. The corporate strategy is to provide on-line shopping and to open two new boutiques in the next two years, one to be located on one of London, England's most iconic streets, Oxford Street and the other to be located on 5 Avenue, New York, New York. Enchanted Dreams is unwavering in their intent to capture the imagination of all window shoppers, and in- store and on-line purchasers with their enchanting and desirable merchandise. To be successful, Enchanted Dreams must also expand their services beyond high quality, unique and eye pleasing products; they must capture the hearts, imagination and goodwill of their buyers. As the business works on their expansion, one of the items on their 'to do' list is to create an On-Boarding Program. Enchanted Dreams understands their success has not occurred by chance. Each effort has been intentional, based on their desire to provide not just any product, but a wonderful item that is provided with a serving of charm and enchantment. To keep their hope alive, Enchanted Dreams' On-Boarding program must align with their vision and values. You have been hired as a consultant to create an On-Boarding Program. The owners have shared with you the company's vision, mission, and values and their story, which literally began with a dream and a small business loan. The owners have left the On-Boarding program to you. Enchanted Dreams expects their staff compliment to be made up of 24 jobs and 206 positions, as follows: Shipper Storefront Manager Purchaser Receiver Janitor Cleaner Interior Designer Cashier Data Entry Clerk Sales Manager Greeteri Web Developer Director Floor Attendant Marketing Specialist Store Manager Payroll Clerk On-line Sales Support On-line Manager Office Manager Delivery Driver Receptionist Administrative Assistant