Wéi laang dauert d'Formatioun?

7,00 Stonn(en)

1 day

A wéi enger/n Sprooch(en) gëtt d'Formatioun gehalen?

Wéini ass déi nächst Sessioun?

21.04.2027

Detailer gesinn

Wou fënnt d'Formatioun statt?

Chambre des salariés - LLLC

Wéi vill kascht d'Formatioun?

220,00€

Wien organiséiert dës Formatioun?

Le Luxembourg Lifelong Learning Centre (LLLC), le centre de formation continue de la Chambre des salariés, dispose d'une large gamme de formations continues qui s’adressent à tout un chacun. Son offre de formation a pour objet de doter les apprenants pour autant que possible du savoir-faire approprié pour maîtriser un environnement de travail, des processus et des technologies, voire des aptitudes sociales, en constante évolution, et ce pour sécuriser au maximum leurs parcours professionnels. Le LLLC propose une panoplie importante de formations: des cours du soir; des séminaires, qui peuvent être adaptés sur mesure selon les besoins des entreprises; des formations universitaires; des formations spécialisées; des formations pour seniors; des certifications professionnelles.

Méi gesinn

Den Inhalt vun dëser Säit ass net op Lëtzebuergesch verfügbar

U wie riicht sech d'Formatioun?

Human resources managers, managers welcoming new employees, managers of small and medium-sized enterprises, workplace mentors and onboarding buddies.

Wéi eng Ziler gi verfollegt bzw. wéi eng Kompetenzen ugestrieft?

Distinguish administrative orientation from a genuine integration journey and measure its effects on retention.
Structure an integration journey around four cornerstones: requirements, roles, responsibilities, relationships.
Design the successive stages of integration, from preparation before arrival to lasting engagement.
Allocate roles clearly among human resources, the manager, the mentor and the team.
Leave with a 100-day onboarding plan that can be applied from the next hire onwards.

Wéi gesäit den Inhalt vun der Formatioun aus?

What integration is really about
- administrative orientation and structured integration: two approaches not to be confused;
- how the newcomer perceives the organisation during the first weeks;
- the often forgotten period between signature and first day;
- understanding the costs associated with an early departure.
The four cornerstones of successful integration
- clarifying the requirements of the position and the criteria for success;
- setting out the roles and how they fit with the rest of the team;
- making responsibilities and the expected level of autonomy explicit;
- building the internal relationships that create a lasting bond.
The successive stages of a high-performing onboarding
- prepare: take care of the period between signature and first day;
- activate: make the first day a success and set the relationship in motion;
- acclimatise: pass on the culture, the unwritten rules and the in-house language;
- accomplish: structure the first hundred days, set objectives and recognise achievements;
- adopt: hand over responsibilities and foster a sense of belonging;
- advocate: turn the integrated employee into an ambassador of the organisation;
- workshop: build the onboarding programme for your own organisation.
Sustaining the programme over time and measuring its impact
- respective roles of human resources, the manager and the mentor;
- calibrating support: neither abandonment nor surveillance;
- adapting the journey to different individual profiles;
- measuring effectiveness and financial impact, direct as well as indirect costs.