15 Replies
blair parkin

Sam, are you doing anything now for induction/onboarding? If so I'd talk to those that have recently come through it. What did they want to know vs what did the company/senior management want them to know? What were the gaps? Often if we have been in a role for a while we forget the minor things that are actually really important to help a new hire settle into their job.

Blair

Brett Rockwood

Hi Sam. I suppose there are a lot of variables here. How big is your company? Is it a multinational? Are there different language requirements? Are you looking at doing general HR topics, e.g., pay, benefits, etc., or will you also include legal/compliance content and business specific info?

Here is a quick read that had some good thoughts: http://blog.commlabindia.com/elearning-design/corporate-induction-training-best-practices

 

Marti  Stemm

We have an 8 hour pre-assignment training for all new employees. This is a classroom training, and occasionally items  that are part of our e-learning series are actually completed during this classroom training.  We made a conscious decision that all new employees, regardless of their experience in the security officer field must take our pre-assignment course.  This insures that all of our employees get the same message from the beginning, and more experienced officers know what the new officers are being told.  This training is followed up by on site training, and some required government e-learning courses such as GHS and Blood-borne Pathogens.  Thus we need online courses to complement our in class time.

Marti  Stemm

OOPS, I hit enter before I addressed the checklist.  We have a checklist that outlines all of the topics or items that the new trainee must complete.  After the officer has completed each of the areas they initial the item on the list.  Depending on the location where they are assigned the training the complete "induction" process may take from 28 to 48 hours total training, e-learning and trainer to trainee time.    As an aside we also have a test that follows-ups officer knowledge, on-line that they take after 60 days of employment.

Jack Quantrill

Hi, 

As well as (or instead of) the usual policy and admin stuff that makes a typical induction, you could potentially use this as an opportunity to explore and 'sell' the culture of your organisation in a really cool way. I was shown this interactive video piece by a colleague recently and, for me, it really hits the right notes: http://www.raptmedia.com/project/deloitte 

It's not built in Storyline but the same effect could be achieved using Storyline.

I've seen A LOT of inductions over the years that have been real mood killers (and I'm ashamed to say I might have scripted one or two of this nature too). Take advantage of your newbies being keen to learn and give them something to get excited about.

Bear in mind people are already taking on a lot of information when they first start a job. It doesn't matter how good an interactive slider activity on how to print off a document is or how cool the branching scenario explaining the terms of the pension scheme are, most people won't remember it. Accept the limitations of our medium (and of peoples' attention spans) and use online training to tee them off rather than attempt to download every term, condition and quirk of employment into their brains.

Information isn't relevant until you need it. 

Thanks,

Jack.