How Training Affects the Employee Lifecycle: Part 3—Onboarding

Training is essential at all stages of the employee lifecycle—before you even hire someone to when they leave the company.

The employee lifecycle is a human resources model that defines the stages of an employee’s career with the company to help guide and manage the process.

 

 

It involves the following stages:

In this seven-part blog series, we’ll discuss why and how to implement a good training program to support each stage of the employee lifecycle.


Onboarding. This can potentially make or break the success of your company. How your organization onboards a new hire is one of the most crucial ways that training affects the employee lifecycle.

As the Society of Human Resource Management notes: “According to recent data, more than 25 percent of the U.S. population experiences some type of career transition each year. Unfortunately, many transitions are not successful. Half of all hourly workers leave new jobs in the first four months, and half of senior outside hires fail within 18 months.”

A great training program can help you construct a stellar onboarding process that will create a great first impression, set the stage for success and retain your new hires longer.

Using training to support a new hire falls into three main areas:

  1. Informational

Think about this as foundational information and training a new hire needs to go to get started. This includes training for compliance issues like sexual harassment, workplace safety or security, as well as employee handbooks, the industry, who’s who in leadership and how to do day-to-day work.

  1. Social

Often overlooked, the social aspect of onboarding can actually be the most important. Think about this as telling and showing new hires how they should work with each other and their new team. This includes things like clarifying company culture, team building, mentoring and coaching.

  1. Ongoing

Onboarding doesn’t stop after the initial training is over. Think about this part as an opportunity to continue to foster the employee experience, gather feedback and offer ongoing training that will build skills and development.

Getting it right

Implementing these trainings doesn’t have to be hard. Before anything, though, be sure to get leadership buy-in. Ask your leadership team how they expect new hires to learn business objectives and contribute to them effectively. Is training new hires really worth the investment? Be prepared to show the hard data to prove the need for spending resources. Need help with this? We’ve got you covered.

Next, try these simple steps to determine the right training method that will make the most sense for your onboarding efforts:

  1. Assess the training outcomes: What do we want new employees to know and demonstrate after completing the training program?
  2. Consider the audience: Who are your new hires? Are there any commonalities regarding how they access knowledge or learn new methods? As an example, technical employees from all generations typically are comfortable accessing data electronically and may prefer learning at their own pace as opposed to learning at a set pace in an in-person group. Numerous studies have shown that younger workers gravitate towards shorter and more interactive, technology-based forms of learning while baby boomers may favor more traditional and static methods of learning.
  3. Decide on timing: How quickly does this training need to take place? Will resources be available to teach the course and develop the course curriculum, and will new employees be made available to attend the course?

New hires are generally enthusiastic toward training when they first start, but how do you keep them engaged over time? Next up in our blog series is Engagement where we’ll answer this question and many more. Check in next week!

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