New Hire E-Learning Orientation

Joe,  We currently have a checklist and there are 3 courses that are on that checklist so instructions are included there.  Our Learners do not get access to the PeopleSoft system day one, so once they have access I assign them the courses and email them information about the course, how to access it and when it needs to be done.  We have no dynamic assignments so this is the process I use.

I hope this helps.

Hi Joe -

My company has a process like this program.  Instead of sending an email or providing instructions through the eLearning, if possible, I think the new hire appreciates the orientation phone call to walk them through the expectations.  During the phone call when you're explaining the expectations, you can insert a few key instructions.  It's more personal and you can create a connection with them, and you set them up for success on top of it all. 

Best of Luck! 

-Katie

Joe,

First, we are a large insurance company in the midwest with our home office in Missouri along with claims branches and agencies spread throughout 14 states.  We have just over 4,000 employees in all.

With that said, all technical information (logins, passwords, systems) are all handled via email instructions and by supervisors.  After that, it's all eLearning with our new hire orientation course concentrating on company history and structure. 

With your comment, though, I could easily imagine a single course that walks a user through accessing and navigating all the systems they would need to go through.  You could do this with a series of screenshots or a Captivate/Camtasia style simulation.

Let us know what you come up with!

Thanks,

Dale Hargis

Hi Joe ~

I work for a company that has employees all over the world.

Their drug screens and interviews take place at one home base.  When they are hired (it takes some coordination), they have to attend an in-person new hire training class on the first day.  I conduct the training and coordinate "guest speakers" to cover the topics they are experts.  Towards the end of the day, we discuss their Learning Plans (each position has one that details their required training) and how they can access the training.  They are shown how it works and instructed that they will either receive an e-mail or they can access the portal on their own.

The key to keeping the new employee on track and focused on the required training are our Learning Plans.  Both the new employee and their mentor/supervisor use these to navigate through the initial and on-going training.

Hopefully, sharing our process will help you with your process. 

Good luck!

I think there's a difference between "orientation"and "training" and I approach them differently.  I approach "e"-orientation as a simple "welcome to (company name) .. facilities .. employee handbook .. intro to team members, history, etc"  "e"-training is all about  "here's the job procedure".  One mistake I try not to make (and it's hard sometimes because we're all positive and have good attitudes about our company) is to come across like I'm selling the company, when in fact, a recruiter already took care of that. The new hire is onboard and "onboarding" begins.  I think most (of us) appreciate the fact that the "fluff" is over and now it's time to get down to the business of learning and being productive employees.