New Employee Training
An organization’s first chance to make a positive impression on a new employee is during new employee training. New employee training (also called onboarding) is when a new employee receives all the necessary information and training they need to get started on the job. Some of the things new employee training covers are:
- A general introduction to the company culture, mission, vision, and values.
- General workplace policies typically include sexual harassment, ethics, intellectual property, security, dress code, work hours, and internet and email usage.
- Training that is specific to the role of the new employees.
To get started in creating an engaging new employee training program, human resource development professionals should first conduct a training needs analysis. This will give trainers an idea of what needs to be covered to get the employee ready for their workday. After the training needs are clearly defined, human resource development professionals can move on to content creation.
Creating a New Employee Training Program
The first step in creating a new employee training program is to have defined instructional objectives. Instructional objectives are the desired measurable outcomes for the training program. What do you want the learner to be able to do at the end of the program? In this case, the objectives should be focused on the basic needs of a new employee.
Next, the instructional objectives need to be aligned with learning activities. It is essential to understand what resources are available for training new employees. For example, does the organization have the capacity to host an instructor-led training? If not, is there a learning management system available that can host the content? What type of software is available for creating the content? Design the training around these obstacles to ensure that learners and trainers do not run into issues during the training program.
The development phase of creating the new employee training program will use require the help of an instructional designer. An instructional designer takes the learning objectives and desired activities and establishes the materials that will be used to implement the training. For example, in an online learning course, the instructional designer would be responsible for creating and programming any multimedia content. This will later be uploaded to the learning management system for learners and trainers to use.
Implementing a New Employee Training Program
Before implementing a new employee training program, the materials should be exhaustively tested to ensure that everything is working as it should. The last thing you would want is for a new employee’s first impression of the organization to be riddled with errors or inconsistencies.
After learners have taken the courses, observations, and assessment data should be collected to review whether the program worked well. In addition, follow up data should be obtained from new employees after they have been with the organization for some time, say three months or so. Evaluating the new employee training program from this perspective will give human resource development professionals information about whether what was taught was retained. If the information was not maintained, it might be necessary to break down the data over a more extended period.
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