In order to avoid pitfalls, it is important to take a deep dive into your onboarding programs and consider when new hires are receiving mandatory training. As you do so, here are four items to consider. The first item to consider is time.
Digital transformation (DT) is happening all over the world and all around us, every day. International companies that seek to adapt and excel in the ever-changing digital landscape are looking for ways to hit the moving target of continual change.
A training professional’s day-to-day responsibilities can become overwhelming, especially when your focus is on onboarding new employees. How can you focus on training the new employees who depend upon you when you have so many other fish to fry?
Onboarding is an area that’s ripe for the measurement of training effectiveness. Much has been written about measuring onboarding training effectiveness, but these articles typically recommend high-level measures, such as turnover rates.
Unlike traditional onboarding, which is often seen as an HR or administrative check-the-box task, adaptive onboarding is designed to meet the specific needs of individual employees.
The five-step process known as design thinking seems like it would work for learning designers, doesn't it? Good news: It does! Let’s take a look at applying design thinking to one of your most common learning programs: new employee onboarding.
Show your newest brand ambassadors that you care and are excited to have them join your team! Use this guide and checklist to implement modern onboarding approaches ASAP.
We put a lot of pressure on our onboarding processes and training. For better or worse, we usually measure success in levels of enthusiasm. Meanwhile, the hiring manager scrambles to cobble together the most relevant resources for the new hire.