Invigorate your onboarding program with a few easy steps. For organizations in compliant focused industries – banking, finance, pharmaceuticals –and others too -- an onboarding program may be pre-set and determined and have been delivered in the same way for years. Though it may meet certain criteria, it may need to be invigorated.
Using an - asses, review, evaluate and develop – approach, you can revamp a worn out program. Learn more about onboarding best practices.
Write a short assessment to be completed by all program stakeholders. It should include questions that identify program goals and objectives and considers who the end learners are. The list below is an example of questions.
What are the goals of the onboarding program?
What expectations are there of the program?
What are the demographics of the new hires?
Are the new hires from different business units?
Does the onboarding curriculum meet the needs of different functional job areas?
Do you want to build camaraderie and relationships during the onboarding?
Can some parts of the onboarding be delivered digitally?
How much of the onboarding is designed to support on-the-job activities?
Is there a follow up to the initial onboarding program?
Review and Evaluate
After completing this assessment, a review of the program content and curriculum should be completed. This will identify if the information needed to meet defined requirements is included and complete. You may also want to survey a relevant number of new hires to get their input of how the program worked for them and if they identified gaps. Based on the curriculum needs of the program and the defined goals, a new program design can be developed.
An updated onboarding may include a prerequisite elearning course, followed by in class presentations from various leaders in the organization, and can culminate with an in class exercise that promotes team work and gives hands-on experience in how work gets done in the organization.
Develop a short elearning course on the administrative side of the organization that includes the basic informational requirements needed to work at your organization.
Integrate small group learning during the classroom component so new hires can learn about each other’s areas of expertise. This helps build well rounded employees who can relate to one another and support each other’s challenges when working on projects.
In some cases, the classroom program may include specific training on each new hire’s professional area of expertise. This becomes a professional development component of the onboarding and can take a deeper dive into analysis level content with new hires.
Like any program planning and development, the most important step in evaluating a current onboarding program is to determine its goals, expected outcomes and what defines its success. Then new content and new delivery modalities can be added to support new hire learning that will reach required goals.
Feel free to share your onboarding challenges and successes. For additional support to invigorate your onboarding program call Knowledge Advantage @ 860-256-7879.