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ClientSatisfactionLeader

LearnCenter a “must-see”

Successful businesses achieve the highest productivity results by selectively investing in appropriate workforce performance processes and tools, and identifying those who are competent in a particular skill, job profile or role. The LearnCenter platform enables any organization to effectively streamline and automate the onboarding processes of both new and existing employees who are moving into new roles. The LearnCenter helps identify candidates who are most likely to reach the organization’s goals. After establishing successful models for every job, work group and department, LearnCenter’s robust feature-set enables the tracking of results to ensure onboarding efforts are aligned with organizational performance and talent management goals. With LearnCenter, the first and only complete talent management suite on the market today, there are no extra costs, no feature sets or 3rd party bolt-ons to buy and nothing to integrate. The LearnCenter platform is presented in one holistic and homogeneous suite with all options and features included.

LearnCenter onboarding tools:

n Auto assign all onboarding, forms, completion dates and supervisor notification and routing.n Centralize policies and proceduresn Automate new-hire orientation.n Auto-assign new hire training and development plans with due datesn Build pre-hire assessments.n Manage job profiles and the required skills and recommended learning plans for each job profile.n Employ skill-gap reporting to create probationary performance appraisals the best matches for openings in

the organization.n Assess where the organization’s critical skills, competencies, and certifications lie to determine what skills

are deficient in the company. n Create and manage certification programs for individuals by measuring their skills against your custom

defined skill sets for a particular certification.n Track strengths and fit by recruiting science

LearnCenter will build a results-driven

onboarding plan.

Any company will be able to address

the onboarding process with a step-

by-step knowledge base geared toward

goal achievement.

Determine orientation plan including:

a. Proper ordering of employee

equipment (phone, computer,

workspace, supplies).

b. Plan for onboarding process to span

several weeks or months vs. a one-

time “crash course” event.

c. Required HR paperwork such as W4,

Form I-9, benefits enrollment, etc.

d. Orientation to telephone, e-mail or

other company-wide systems.

Hiring manager with employee:

n Job description

n Competency models

n Performance expectations

n Review of the performance

appraisal process

n Standard operating policies

& procedures

n Job-related training plan

n Follow-up times

n Conduct introductory performance

review if applicable (i.e. at 90-days)

Auto-assign development plans including: n E-learning n Instructor led training (ILT) n Coaching n Mentoring n Requirements n Certifications

ONBOARDING

The Platform

The world’s first talent management suite to manage the entire employee lifecycle from pre-hire to retireTM