Reducing time to proficiency for new hires involves defining an individual onboarding plan, targeting the competencies and knowledge that are needed to perform the specific job within your organization.
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Training sessions don't need to be bland. In this article, we'll examine some best practices to drive employee engagement during new hire training programs to prepare learners for success in their new role.
The onboarding phase of employment should include more than generic corporate training and human resources (HR) checklists — it should be a time of deep learning for new employees where they can hone their skills.
In this article, you will learn how you can create an onboarding program that empowers new hires to be active learners in their own onboarding experience by developing a self-paced training curriculum.
For early-career hires, defining otherwise informally communicated expectations gives them a fair shot at success.
Onboarding has three goals: to inform, to welcome and to guide new hires. By focusing on these goals, you can help ensure that your onboarding program is consistently effective.
The fact is traditional onboarding programs, while effective for most of the employee population, fall short at the executive level. Onboarding members of the leadership team requires a unique approach — one geared more toward integration.
Instilling the ability to navigate change within the organization’s culture should be a key aim of an onboarding program.
Organizations are looking for strategic growth opportunities, and the companies that thrive are engaging and retaining their talent pool through effective onboarding and training.
To build an ethical workforce, companies need to foster conversations about what integrity really means and how their companies can be a force for good.