Procedures training with onboarding specialist

Procedures training with an onboarding specialist

The primary objective of this policy is to outline the procedures related to training conducted by an onboarding specialist. These procedures have been designed to ensure that new employees are properly integrated into their respective roles, understand their responsibilities and are equipped with the necessary skills to function effectively.

Step 1: Initial Consultation with Onboarding Specialist

The first phase of this procedure involves a general discussion between the new employee and the onboarding specialist. This is initiated shortly after the employee has accepted the job offer and started the online training.

• Sub-Step 1.1: Schedule Consultation

  The HR department is responsible for scheduling this initial consultation. The date, time and means of consultation (via face-to-face) are communicated to both the new employee and the onboarding specialist.

  Sub-Step 1.2: Identify Employee Needs

  During the consultation, the onboarding specialist will identify the employee’s expectations, previous experience, and learning needs. These factors are crucial in tailoring the subsequent training sessions to the employee’s unique needs.

Step 2: Development of the Training Plan

On the basis of the information gathered during the initial consultation, the onboarding specialist prepares a detailed training plan.

• Sub-Step 2.1: Specify Training Details

  Key training components, including objectives, methodologies, duration, and plan for evaluation, are decided at this stage. This step is critical for establishing clear expectations and performance parameters.

  Sub-Step 2.2: Communicate Training Plan

  The finalized training plan is then relayed to the new employee for better transparency and smooth execution of future steps. All clarifications related to the plan are addressed during this stage.

Step 3: Conducting the Training Sessions

The onboarding specialist then conducts the training as per the established plan. The overall objective is to enhance the employee’s academic and professional skills and make them familiar with their job responsibilities.

• Sub-Step 3.1: Implementation of Training

  Training methodologies, such as workshops, simulations, or interactive sessions, among others, are employed during this stage following the training plan.

  Sub-Step 3.2: Mid-Training Assessment

  An intermediate evaluation is conducted by the onboarding specialist to assess whether the training objectives are being met effectively or if adjustments are needed.

  Sub-Step 3.3: Course Correction if Necessary

  Depending on the mid-training assessment results, any necessary changes in the training plan or techniques are implemented for improved results.

Step 4: Post-Training Evaluation

After the completion of the training sessions, an overall evaluation is conducted to measure the effectiveness of the training.

• Sub-Step 4.1: Feedback Collection

  Feedback is collected from the employee regarding their learning experience, and the training’s effectiveness is assessed based on this input. Use the Checklist from Google Docs.

  Sub-Step 4.2: Analysis of Results

  This involves analyzing the collected feedback and comparing it with the intended training objectives to identify any gaps or learning areas that require further attention.

Following the above procedural steps can enable a comprehensive and effective training program, ensuring new employees’ smooth integration with the organization and achieving maximum productivity.

Step 5: Upload the final evaluation at the end of the training to Bamboo.