Orientation and Onboarding

Talent Management
✔ Define Orientation and Onboarding
✔ Differentiate Orientation from Onboarding
✔ Define Talent Management and
its importance
✔ Describe the Talent Management Model

Presentation
Main Points
✔ Define Talent Management Strategy
✔ Identify the Essential Components of a
Talent Management Strategy
✔ Define Talent Management Process
✔ Enumerate the 7 Steps of Great Talent
Management Process

Presentation
Main Points
Orientation
> a one-time event that welcomes new
employees to your company.
Onboarding
> a series of events and trainings that
helps new hires progress into successful
employees.
 ORIENTATION
FOCUS: Role in the company
DURATION: One-time event
SET-UP: Classroom or group videoconference
CONTENT: Big picture
OUTCOME: Ready for training
VALUE: Get employees familiar with your
company’s mission, vision, values, policies
and other general requirements. This enables
them to feel welcomed, included within the
larger organization and committed to your
company as a whole.
ONBOARDING
FOCUS: Role in department or smaller team
DURATION: Sequence of events over a longer
period of time (months)
SET-UP: On the job (in person or remote)
CONTENT: Individualized
OUTCOME: Actively contributing
VALUE: Employees gain clarity about their
role and are invested in their day-to-day
work and goals, with an understanding of
how they and their team contribute to the
larger picture. They feel integrated within
their team and empowered for success. This is
the critical first step to fostering long-term
employee engagement, while lowering
employee stress and reducing turnover.
How to Design The Perfect Onboarding Process
 Talent Management
is the full scope of HR processes to
attract, develop, motivate and retain
high-performing employees.
Three Components:
1. The full scope of HR processes:
Talent management is about a set
of HR processes that integrate with
each other.

2. Attract, develop, motivate and

retain:
Talent management touches on all
key HR areas, from hiring to employee
onboarding and from performance
management to retention.

3. High-performing employees:
The purpose of talent management
is to increase performance.
Importance of Talent Management
Happy Employees
Lower Turnover
Employer Branding
Talent Management Model
Talent Management Model
However you choose to develop your model, it
must include the following:
1. Planning - aligns your talent management
model in line with the overall goals
of your organization.

2. Attracting - Attracting talent is all about

branding your company as an
employer. 
Talent Management Model
3. Developing - The development part of
the model involves taking steps
to help talent grow within the
company.

4. Retaining - Another purpose of talent

management is to keep people
at your company for longer.
Talent Management Model

5. Transitioning - Your aim at this stage

is to keep their knowledge
within the company — this
is called knowledge
management.
Talent Management Strategy
A talent management
strategy is based on the
talent management model.
It should match your
organization’s goals and
clearly define what type of
talent you need.
 Different Types of Talent
Management Strategies
Strategy #1: Hire Only Top
Employees
Strategy #2: Hire Promising
Specialists and
Develop Them
Strategy #3: Combine Strategies
1 and 2
Essential Components of a
Talent Management Strategy
1. Know What Is Your Talent
Management Strategy Is
For
2. Measure the Results
3. Assign Responsibilities
4. Communicate with
Employees
Talent Management Process
The talent management
process is how you organize
the management of your
human resources. It is how
you choose employees, how
you hire them, and how (or if)
you train them, motivate
them, fire them, and so on.
 The 7 Steps of a Great
Talent Management Process
Step 1: Specify What Skills You Need
Step 2: Attract the Right People
There are several stages to attracting talent:
1. Create targeted advertisements and post them on top
job sites — HR branding is helpful here.
2. Plan interviews and other means to identify the best
person for the job.
3. Hire your top choices.
 The 7 Steps of a Great
Talent Management Process
Step 3: Onboard and Organize Work
Step 4: Organize Learning and
Development
Step 5: Hold Performance Appraisals
Step 6: Strategize to Retain Your Best
Talent
Step 7: Plan for Successions
 REFERENCES
• Employee orientation vs. employee onboarding:
Why you need both by Amy Marcum from
insperity.com
• Actimo – a Kahoot! company
 REFERENCES
• Your Guide to Building a Talent Management
Process in 11 Steps by Erik van Vulpen
• What is Talent Management? All You Need to
Know to Get Started by Erik van Vulpen
• Valamis Knowledge Hub
 This Presentation is Prepared by:
CRISTINE ROSE G. CELESTIAL