Today’s employee training programs are becoming less task-oriented and more focused on sharing transferable knowledge applicable in various challenging business situations.
Employee onboarding programs that develop the transferable knowledge of employees make them feel more motivated to work. A recent Gallup poll revealed that younger workers value employers who help them develop their skills above all else.
With process management tools like WorkPilot that help workforces create shared processes, strategic onboarding is effortless. These tools and other business improvement tools can be used to train employees until retention is achieved.
Here’s a checklist of activities that every employee training and onboarding program must have –
- Before Hiring
Provide recruits with resources that help them prepare for the new jobs. Some items that should feature in these resources include – clear agenda for the first day/week, demo videos of training sessions, guidelines on creating corporate accounts (e.g.business email), and up-to-date employee handbooks.
- The First Day
Here are the programs that employees must go through on the first day of the employee onboarding process –
- Company FrameworkTraining– Briefly explain company history, mission statements, how different departments are structured, past and current company timelines, and other relevant company-related data that new employees should know.
- Policy Training – Highlight the most workplace rules (e.g., break periods, how to use lockers, etc.), explain the performance review process, ask recruits to sign any important confidentiality agreements and other notable company policies.
- Salary Package Training – Salary package plans (especially those that feature insurance plans) can be difficult to explain to recruits. But employers must clarify any employees need to take to access their benefits packages – health insurance plans, training/development benefits, and other wellness programs.
III. The First Month
The first month of the employee training program should be focused on –
- Role-Specific Training – Employers must clarify team structures, roles, and day-to-day expectations. More importantly, they should give new recruits the valuable tools and resources to attain company objectives. From describing the new recruits’ daily tasks to giving them job-specific tools, hiring managers must do everything to ensure that every little detail about the position is crystal-clear to the recruits during this stage of the training.
- IT Training– The company’s IT department should be a part of the training process, helping the recruits set up their workstations. They should ensure that recruits have access to all necessary business process management tools.
- After the First Month
After the first month, employees should receive training in whatever fields the company desires. For example, an employee who handles confidential customer data should receive regular security training. Recruits must also consistently visit workplace safety training sessions. You may also encourage your employees to join Pollack Peacebuilding Systems for workplace conflict management training sessions to maintain healthy coworker relationships.
Organizing and executing so many training programs can be tough, especially if you have many new recruits. That’s why using software tools that encourage team-level training is essential. Tools like WorkPilot, Seamless Search that help teams create shared processes can be beneficial in onboarding new staff and training large groups of employees.