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March 16th, 2022 · 4 min read

4 simple ways to improve an outdated new employee training plan

How to evaluate your existing new hire training plan

  • Training completion rate: Are new employees fully completing their training curriculum? How long does it take them? 
  • Ongoing knowledge assessments: Are new employees retaining information gained from their training? Are skilled employees consistently and effectively updating their competencies?
  • Application of new/updated skills: Are new employees using their training in the day-to-day operations of their role? Is the training offered supporting employees in the completion of their work?
  • Employee engagement and experience: Do new employees feel supported by the training resources available to them? Are these training opportunities helping them to feel more engaged at work and more effective in their position?
  • Completion of individual and departmental goals: Are current training tactics enabling employees and their greater teams or departments to achieve set objectives? 

The foundational components of a new employee training plan

  • Organizational orientation
    Every new hire training plan starts with the basics. This includes an introduction to company procedures, laws and policies, team members, supervisors and company mission, history and values.
  • Alignment on roles and responsibilities
    There should be a clear alignment between a new hire and their manager on the responsibilities of the role and what success looks like. This can be achieved through basic goal-setting, where new employees collaborate with their managers to set objectives related to their position, as well as any professional development goals.

    If there’s a specific goal-setting framework or performance management tool that your organization uses, be sure to include that as part of the training plan.
  • Path to growth: Ongoing investment in your people
    Once you’ve covered the basics and set role-based goals, the next priority is to think about how long-term development and skill building fits into each new employee’s training plan. Although the formal onboarding period comes to an end, workplace learning and training is an ongoing process that extends beyond the first few months on the job.Integrating this into your new employee training plan allows new hires to think about their desired career path from the get-go and be aware of what resources they may want to leverage to maintain or build upon their existing skills. This can include planning for future training courses, certifications or degree programs.

5 steps to reskill CTA

4 effective ways to reshape your new employee training plan

  • Expand learning and development (L&D) practices to go beyond training
    As mentioned, training isn’t a one-and-done item that can be marked off of an onboarding to-do list. Instead, consider training as just one part of a larger continuous employee learning and development strategy.

    Beyond what’s already in place, a more strategic approach to L&D can include a workforce education program that offers short- and long-term learning opportunities to earn credentials, certifications and academic degrees. 
  • Modernize your training practices
    It’s important to keep in mind that the most effective training methods are those which are personalized. Avoid outdated, "one-size-fits-all" training tactics that don't serve the individual needs of every unique employee. Instead, make them individualized so they can best support a variety of learning styles and needs.

    There is some training applicable to a large group of people, however, be sure there are specific options available that match a new hire's specific role requirements.
  • Implement a mentorship “buddy” program
    Whether with a more senior employee or a peer that's long-standing at the company, a one-on-one relationship to orient and train a new employee is a valuable resource that can make the onboarding and ramp-up process significantly easier for a new employee.

    For instance, new hires can turn to their "buddy" to ask questions, get help during onboarding/orientation and seek advice about other company programs. This type of mentorship program is popular because it also helps to foster friendships among colleagues and promotes company culture.
  • Invite conversation and solicit feedback
    As with any people strategy, seeking feedback is key. Consult current employees to explore what could have made their new employee training experience better. This can include asking what might be missing from the program, and what aspects may have felt erroneous. Then, weave this feedback into your new employee training approach to further refine the process.

    Overall, encouraging feedback enables employee empowerment and delivers benefits both now and in the future.

Setting up new hires for success from the start

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