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 basic information and training they need to get started on the job. Some of the things new employee training covers are:

  1. A general introduction to the company culture, mission, vision, and values.
  2. General workplace policies which typically include sexual harassment, ethics, intellectual property, security, dress code, work hours, and internet and email usage.
  3. 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 and idea of what needs to be covered to get the employee ready for their work day. After the training needs are clearly defined, human resource development professional 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 measureable 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 to learning activities. It is important 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 creates 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 collected 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 retained, it may be necessary to break down the information over a longer period of time.

Find out more tips for creating an online new employee training course by watching New Hires: Now What. This Mindflash course has tips for how to get the most out of new employees by hosting your 90-day training on Mindflash.