Your Guide To Successful Corporate Induction And Onboarding Training
Did you know that within the first 45 days of joining a new organization, one in 5 employees decides if they should opt out?
Recruitment is an expensive as well as a time-consuming process. Once you get the right candidates, it is imperative to have measures in place to induct them as swiftly and efficiently as possible.
This clearly affirms the need for a well-structured and an equally well-executed corporate induction and onboarding training program to ensure that the new employees are not disenchanted. In fact, it should serve to enhance the positive image of the organization.
The traditional face-to-face approach to render induction and onboarding programs is normally the approach most organizations opt for. This is of high impact, and the human touch goes a long way in helping new employees learn the organization culture, its value proposition, and how they can contribute very effectively.
However, this approach does have some challenges that can hamper the impact it aims to create. Increasingly, organizations are evaluating a transition to a blended or fully online approach to impart corporate induction and onboarding training.
In this article, through a set of 7 examples, I show you how you can transform your existing corporate induction and onboarding training program to gain a higher impact through an online or a blended approach.
What Are The Advantages Of A Well-Designed Corporate Induction And Onboarding Training Program?
A well-designed corporate induction and onboarding training program provides the following benefits to the new employees:
- Enables the new employees to become productive fast and in the planned timeframe.
- Provides new team members with a quick understanding of their role and what the organization/employer expects from them.
- Establishes a strong foundation that enables new employees to identify how the organization works and how they can align with the organizational goals.
- Enables a better new employee engagement and helps them settle down faster.
From an organizational perspective, a well-designed corporate induction and onboarding training program provides the following benefits to the business:
- Well-designed corporate induction and onboarding training programs ensure that the new employees are inducted within a short time.
- They have a better understanding of not just the organizational aspects but how exactly they can align with the organizational goals in a shorter time.
- An effective corporate induction and onboarding training program also helps the business by channelizing the productivity of employees in a company in a short span saving the organization the trouble of waiting for the new employees to familiarize themselves with their jobs.
- It also proves beneficial in reducing lower employee turnover due to lack of information or clarity in expectations.
What Are Some Challenges Associated With The Traditional Face-To-Face Approach To Impart Corporate Induction And Onboarding Training Programs (Largely Face-To-Face/Facilitated)?
The value of human interaction to learn the ropes cannot be over-emphasized. It is a great way to help new employees understand the new organization, its dynamics, and how they can align to the corporate goals and create their own success stories. However, there are a few challenges associated with this approach that can impede the impact this approach aims to create.
- Inadequate time spent by managers
All of us are strapped for time and in spite of planning, often, the managers are not able to allocate the required time. This can impact not only the quality of the interaction with the new employees, it may also delay the whole process.
- Inconsistent messaging
This challenge is not just applicable for corporate induction and onboarding training programs but is true for all face-to-face or facilitated sessions. How good the session is depends largely on the quality of the presenter. The impact of such sessions often suffers from inconsistent messaging.
- Delays in timely completion
Again, due to time constraints and changing priorities of managers, corporate induction and onboarding training programs tend to get extended. If the number of new employees is small, allocating time is a challenge, and it may be several weeks/months by the time this gets completed.
- Data and information overload
From the employee’s perspective, there is a huge amount of information coming their way in the first few weeks of joining and there is just not enough time to sift through, analyze, internalize, and apply. On the other hand, they may not have access to the required information once they are on the job and really need to access it.
What Are The Benefits Of Moving Your Corporate Induction And Onboarding Training Programs To A Blended Or Fully Online Approach?
Specifically, the combination of online and face-to-face corporate induction and onboarding training program offers the following benefits to employees:
- Flexibility for learners
Instead of a massive data or information overload, they now get the flexibility to consume the content at their own pace. More significantly, the online resources enable them to go back and review and refresh, as required. They can be offered across devices ranging from desktops/laptops to tablets/smartphones. This too provides additional flexibility to the learners.
- Higher engagement quotient and sticky learning experience
The online training can be designed to facilitate high recall, retention, and more sticky learning experiences. It can be designed not only to offer formal structured training but also additional job aids that can facilitate an effective induction and onboarding of the new employees.
From an organizational perspective, fully online or blended corporate induction and onboarding training programs:
- Provide a consistent message, and the same program can be made available to a geographically spread-out workforce.
- Can be updated and redeployed quickly.
- Can be adapted quickly to changing business dynamics.
- Can be scheduled in advance, and the implementation will happen as planned.
- Can easily track and assess learner performance.
- Are a cheaper option and can be completed in lesser time.
What Learning Strategies Can Be Used To Create Effective Online/Blended Corporate Induction And Onboarding Training Programs?
At EI Design, we have a large practice to craft highly immersive online/blended corporate induction and onboarding training programs. These are highly customized to suit the requirements.
Most of the corporate induction and onboarding training programs continue to be blended. Although, in the last 2 years, we have noted that a significant component is delivered online.
The key learning strategies we use to craft online/blended corporate induction and onboarding training programs are:
- Mobile learning.
- Video-based learning.
Additional value-adds that are typically part of these solutions include:
- Delivery through learning portals.
- Social learning.
Now, I pick 7 examples from our repository that illustrate how you can transition your existing face-to-face corporate induction and onboarding program to a fully online/blended solution. In this article, I am highlighting the strategy used to create the online versions.
Example 1 – Virtual Reality Experience As Part Of Our Induction Program
- Virtual Reality experiences using 360-degree videos with hotspots.
- Made the induction program an immersive and engaging one.
- Company section of an induction program was converted to a Virtual Reality experience.
- Learners could virtually go through the office premises and interact in specific sections.
- Get relevant and crucial information about the company in a fun and immersive way.
Example 2 – Induction Portal Of EI Design
- Provided new team members with a quick understanding of their role and what the organization/employer expects from them.
- The learning journey was broken down into microlearning nuggets like videos, infographics, interactive nuggets, activities, and games.
- Learners were provided with the option to customize their profile, choose an avatar, upload their photo, and share a description about themselves.
- Rewards and leaderboards made the learning journey rewarding and improved motivation levels.
- Could be hosted on a cloud/internal server.
- Allowed the integration of various learning elements such as videos, PPT decks, PDF documents, and other reference materials.
Example 3 – Induction Program For A Food Retail Brand
- Course for a company providing high-quality, healthy food brands across the globe.
- Company’s vision and market leadership were to use sustainable processes to develop its products.
- Was a part of a larger blended induction program.
- Included lot of videos, interactive exercises, and gamified assessments.
Example 4 – Developed For A World-Renowned Innovative Electronics Components Manufacturer
- The module was a part of a larger blended induction program.
- Vision, Mission, and Philosophy: high recall visuals and imagery based on brand specifications.
- Infographics and illustrated diagrams presented processes and concepts related to learning objectives.
- Focused on building an immediate connection with the audience through the bold visual styles.
Example 5 – Developed For A Seabed-To-Surface Engineering, Construction, And Services Company
- International seabed-to-surface engineering, construction, and services company wanted to convert their existing ILT based induction program.
- More engaging and immersive eLearning course.
- Was a part of a larger blended induction program.
- To take the learner through a journey of how the company functions and what are their values, organizational structure, and market philosophy.
- Visual metaphor of deep sea exploration as the learner moved deeper into the content.
Example 6 – Developed For A Large Chemical Producer
- Was a part of a larger blended induction program.
- Made the target audience aware of the company’s values and principles.
- Focused on leadership’s vision of the present and the future while driving the importance of principles and values in achieving this vision.
- Included a character-driven story, lots of videos, scenario-driven activities, interactive exercises, and gamified assessments.
Example 7 – Developed For An Indian Industrial Conglomerate
- To educate new employees on the history, the present, and the future of an Indian industrial conglomerate.
- Was a part of a larger blended induction program.
- Learners journeyed through a story in line with the client’s vision of itself.
- The exploration was open-form; learners were allowed to explore in a non-linear fashion across the client’s different institutional and operational facets.
- Included engaging graphics and narratives, modern writing techniques, and engrossing interactivities.
I hope this article provides you the insights you can use to transform your existing corporate induction and on boarding training program to a fully online/blended approach.
The post 7 Must-See Corporate Induction And Onboarding Training Examples Featuring Strategies That Work appeared first on eLearning.
In most organizations’ training deliveries, Mobile Learning is now becoming a vital approach in training. With the help of Mobile Learning, which involves multi-device training, learners can now access information anytime, anywhere on the device of their choice. They can also access the training on desktops or laptops.
Mobile Learning offers learner-centricity as it is easily available to learners, and they can determine the pace and how they would like to consume it. This approach also helps them learn at the moment of their need. This kind of learning is suitable for formal, structured training as well as for performance support intervention.
The key benefits of Mobile Learning based training strategies are that they provide high learner engagement, establish better completion rates and higher retention, encourage social or collaborative learning, facilitate learning as a continuum, and acclimatize well to both Formal Training as well as Performance Support.
The following infographic highlights 5 must-adopt Mobile Learning strategies that should be adopted in corporate training to better enhance learning.
With the implementation of Mobile Learning in corporate training, learners can now access information at the time of their need, develop better completion rates, and engage in social learning or collaborative learning in the organization. Mobile Learning strategies in training thus benefits the learners as well as the organization. These strategies can be used in combination with Microlearning, Gamification, Personalization, and also leverage on Video Based Learning to design high-impact corporate training.
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Today, mobile learning is an integral part of most organizations’ training deliveries. It is moving up from a “good-to-have” approach to a “must-have.” In this article, I share 5 mobile learning strategies that you can adopt for corporate training.
Mobile Learning Strategies For Corporate Training You Should Adopt
Mobile learning for corporate training refers to the anytime, anywhere training that is available on mobile devices. It is a “multi-device” training that is available to the learners on the device of their choice, including smartphones/tablets. They also have the flexibility to access the same training on desktops or laptops.
As a highly learner-centric approach, it can be used to offer both formal and Performance Support Training.
What Are The Key Benefits That Mobile Learning Strategies Offer For Corporate Training?
Mobile learning based training strategies offer several benefits for corporate training as shown here:
- Provide flexibility to learners to learn anytime, anywhere and when required.
- Offer multi-device support so that learners can learn on the device of their choice.
- Offer higher learner engagement.
- Demonstrate better completion rates and higher retention.
- Adapt well to both formal training as well as Performance Support (just-in-time learning or job aids).
- Promote social or collaborative learning.
- Facilitate “learning as a continuum”.
Are There Any Specific Triggers That Are Accelerating The Widespread Adoption Of Mobile Learning Based Training Strategies For Corporate Training?
If we look at our typical day, we know how often we check our mobile devices. Smartphones are our preferred tool to access info at the time of need.
It is logical that the mobile devices should also offer training that can be taken on the go and within the users’ workflow. On account of this, mobile learning solutions are now seen as the future of learning.
- Mobile learning is learner-centric. Since it is available to the learners on the devices of their choice, they can determine the pace and how they would like to consume it.
- Mobile learning facilitates access to learning exactly at the “moment of need”.
- Mobile learning can be used as effectively for formal, structured training as well as for performance support intervention (featuring Performance Support Tools or just-in-time learning aids).
- A significant value mobile learning brings in is its capability to promote social learning or collaborative learning in an organization.
As Mobile Learning Evolves, Are There Any Specific Aspects That Should Be Considered As You Design Corporate Training?
At EI Design, we spotted mobile learning as a game changer for corporate training in 2011. The world was then using Flash-based courses predominantly, and we created a custom HTML5 framework to understand how to design mobile learning solutions and what mobile learning strategies would deliver the required impact. Since then, we have crafted nearly 2000 hours of mobile learning content.
We have seen mobile learning evolve as follows:
Mobile learning was used to complement traditional eLearning wherein parts of formal training were available on select mobile devices (predominantly tablets).
Mobile learning was used to supplement formal training (largely offered in the traditional eLearning format) as learning aids/job aids to provide performance support. Many of these are now available on smartphones as organizations have started opting for the Bring-Your-Own-Device (BYOD) policy and learners could access these tools on their own smartphones.
With the maturing of microlearning based training approaches, mobile learning saw an acceleration of its adoption for formal structured training. The microlearning-based approach enables a learning path or a learning journey that has multiple, bite-sized nuggets (2–5 mins each). Microlearning can be used as effectively for informal and social learning.
Alongside the wider adoption of mobile learning from a user’s perspective, the supporting tools and technologies to craft high-impact mobile learning strategies have also matured. You can choose from one of the following formats (depending on how the content will be consumed by the learners):
- Mobile friendly (adaptive designs)
- Mobile first (fully responsive designs)
What Learning Strategies Can Be Used To Create Effective Mobile Learning Based Corporate Training?
I share a list of my top 5 strategies that will enable you to create corporate training that will create the following impact:
- Provide high engagement
- Enable a better recall and retention
- Ensure a higher application of acquired learning
- Show a demonstrable gain for learners and business
- Promote Social or collaborative learning
With the sustained use of these 5 learning mobile learning strategies for corporate training, you can increase the impact of your mobile training solutions manifold. You will also see a positive impact on your ROI.
Interestingly, these techniques can be used in tandem, and you can leverage on them to create an effective “Learning and Performance Support Ecosystem”.
1. Mobile learning strategy 1 – Use microlearning
Create learning paths and learning journeys to offer short, nugget based formal training as well as Performance Support Tools (PSTs or job aids) to support learners as they apply the acquired learning.
2. Mobile learning strategy 2 – Gamification for serious learning
Combine microlearning with gamification for serious learning and see higher engagement and better retention of your corporate training. This too can be used for both formal training or as Performance Support Tools (PSTs or job aids).
3. Mobile learning strategy 3 – Leverage on video-based learning
You can use the power of video-based learning to embellish a traditional eLearning course. In its format as microlearning videos, they can be part of a learning path and can be used to set the context, to explain a concept, to solve a problem, or as a learning summary.
4. Mobile learning strategy 4 – Facilitate social or collaborative learning
Use the mobile devices and groups to promote, share, and recommend learning nuggets. They can be used effectively to support formal training or as an effective channel to promote informal learning.
5. Mobile learning strategy 5 – Personalization
Leverage on the granularity of microlearning based learning paths and offer personalized learning journeys.
Can Mobile Learning Strategies Be Used For All Corporate Training Needs?
Mobile learning can be applied to support all your corporate training needs ranging from:
- Formal training
- Performance support
- Collaborative or social learning
- Supplementing Instructor-Led Training (ILT)
At EI Design, we have created mobile learning solutions for the entire spectrum of corporate training needs including:
- Induction and onboarding
- Soft skills
- Product training
- Application simulations
- Behavioral change
- Change management
I hope this article provides good insights on the impact you can create with mobile learning. I hope the featured mobile learning strategies will aid you in designing high-impact corporate training.
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