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Onboarding : getting new hires off to a flying start /
The book provides a clear framework for managers to improve the onboarding process. The authors have developed an easy to use model and process for onboarding which maps out 6 dimensions which can be used to design and implement a systematic organizational process.
| Clasificación: | Libro Electrónico |
|---|---|
| Autores principales: | , , |
| Formato: | Electrónico eBook |
| Idioma: | Inglés Danés |
| Publicado: |
[Bingley] United Kingdom :
Emerlad Publishing Limited,
2019.
|
| Edición: | First editon. |
| Temas: | |
| Acceso en línea: | Texto completo |
MARC
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| 100 | 1 | |a Harpelund, Christian, |e author. | |
| 245 | 1 | 0 | |a Onboarding : |b getting new hires off to a flying start / |c Christian Harpelund, Onboarding Group, with Morten T. Højberg, Kasper Ulf Nielsen. |
| 250 | |a First editon. | ||
| 264 | 1 | |a [Bingley] United Kingdom : |b Emerlad Publishing Limited, |c 2019. | |
| 264 | 4 | |c ©2019 | |
| 300 | |a 1 online resource (viii, 263 pages) : |b illustrations | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 504 | |a Includes bibliographical references and index. | ||
| 505 | 0 | |a Intro; Contents; Introduction; Part One: Take off; 1: Why Invest in Onboarding?; An Imbalance in the New Hire Eco-System is Costly; Onboarding will Become as Important as Recruitment; Far too many Resign Prematurely; Twenty-Five Percent of New Hires Leave Their New Job within a Year; More Than Half of Newly Employed New Hires Regret Their Decision; Twenty Percent of New Hires Who Leave, Do So within the First 45 Days; Four Percent of New Hires Never Return after Their First Day on the Job; There is a Lot to be Learned -- and Earned; A Smart Onboarding Design Saves Time | |
| 505 | 8 | |a Reduced Meeting TimesTraining before the First Working Day -- Pre-boarding; Time-to-Performance; The Honeymoon Effect; Across-company Differences; Better Retention of New Hires; Contented New Hires are Good Business; 2: An Onboarding Mindset; Principle 1. They are Already Motivated!; Motivation is Accompanied by Other Feelings; Motivation and Tension; Motivation and Nervousness; Motivation and Doubt; The Organisation's Readiness Affects Motivation; Motivation is also Affected by What We Do Not Do; Motivations Span from 'Bag-Boys' to Engineers | |
| 505 | 8 | |a Principle 2. It's All about the New Hire -- not the OrganisationThe Organisation Must Not Steal the Limelight; Onboarding Should Not Just be a Checklist; Let Them Demonstrate their Capabilities; Principle 3. Onboarding is a Transition; A Transition Can Easily Go Wrong; Make Onboarding Clear; Onboarding -- That's What We Do; Part Two: In the Air; 3: How Do I Create 'Good' Onboarding?; The Psychology of Onboarding; Three Tracks -- Three Coordinates; Meaning; Autonomy; Mastery; Necessary Contradictions in the Onboarding; Avoid Problematising; 4: The Forming Track | |
| 505 | 8 | |a The Company Culture Forms the EmployeesCulture and Rules; Culture; Start with Why We are Here; Without Meaning, it Becomes Meaningless; The Past Makes Sense; The Future Makes Sense; The Present Makes Sense; Give the New Hire a Wow! Experience; They Must Feel Welcome; Meeting the Director Matters; When Wow! turns to Bummer!; Give the New Hire the Feeling of Fit; The Leader Must Know the Culture; Several Ways to Fit in; Playing with Culture; Rules; It Can Demotivate to Start with the Rules; Be Aware That Rules Exercise Power; It is Motivating to Not Make Mistakes | |
| 505 | 8 | |a Explain Why the Rules are ThereBeware of the 'Cover My Back' Rule; Rules Can Provide Pride and Value; Make it Easy to Comply; When the Rules and Culture Contradict One Another; Forming Ambitions; 5: The Connection Track; There was Complete Silence; Resources for Connection; Networks and Collaboration; The Network; Level 1: The Organisational Network; Level 2: The Work Network; Level 3: The Knowledge-based Network; Level 4: The Social Network; The First Dimension: Inclusion; The Second Dimension: Influence; The Third Dimension: Affection; Collaboration; 6: The Unfolding Track | |
| 500 | |a Development is about Mastery | ||
| 520 | |a The book provides a clear framework for managers to improve the onboarding process. The authors have developed an easy to use model and process for onboarding which maps out 6 dimensions which can be used to design and implement a systematic organizational process. | ||
| 588 | 0 | |a Print version record. | |
| 590 | |a Emerald Insight |b Emerald All Book Titles | ||
| 650 | 0 | |a Employee orientation. | |
| 650 | 0 | |a Employees |x Recruiting. | |
| 650 | 0 | |a Employee motivation. | |
| 650 | 6 | |a Personnel |x Introduction au travail. | |
| 650 | 6 | |a Personnel |x Recrutement. | |
| 650 | 6 | |a Personnel |x Motivation. | |
| 650 | 7 | |a Economics, finance, business & management. |2 bicssc | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Industrial Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Management Science. |2 bisacsh | |
| 650 | 7 | |a BUSINESS & ECONOMICS |x Organizational Behavior. |2 bisacsh | |
| 650 | 7 | |a Employee motivation |2 fast | |
| 650 | 7 | |a Employee orientation |2 fast | |
| 650 | 7 | |a Employees |x Recruiting |2 fast | |
| 700 | 1 | |a Højberg, Morten, |e author. | |
| 700 | 1 | |a Nielsen, Kasper Ulf, |e author. | |
| 776 | 0 | 8 | |i Print version: |a Harpelund, Christian. |t Onboarding : Getting New Hires off to a Flying Start. |d Bingley : Emerald Publishing Limited, ©2019 |z 9781787695825 |
| 856 | 4 | 0 | |u https://emerald.uam.elogim.com/insight/publication/doi/10.1108/9781787695818 |z Texto completo |
| 938 | |a Askews and Holts Library Services |b ASKH |n AH35207943 | ||
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