Training new employees: the process & building guide training program effective for business

According to a study of the Association of human Resources Management United States (SHRM), there are up to 69% of employees will stick with the business at least three years if they are undergoing a process of training new staff and professional right from the start. This figure shows the important role of investment in training, integration, instead of just stopping in operation brief introduction in the first days of work.

Many businesses today still lightly the training of new staff or no specific process for staff to quickly grasp the culture, work processes or expectations of work. As a consequence, the new employee feel lost, lack of direction, thereby leading to reduced performance or leave early, wasting time recruitment costs.

The construction of a process for training new employees is not only the solution to help the integration quickly but also the long-term strategy to improve operational efficiency, strengthen the internal culture contributes to maintaining the professional image of the business in the eyes of employees. The same Lac Viet SureHCS learn in detail the relevant information about the training new employees in this post.

1. Training new employees is what?

Training new employees is the process of business organization, the operation instruction, to convey information intended to help staff newly recruited understand the work environment, job role, as well as the regulations,the internal culture of the organization. This is considered the critical stages in the integration process of employees to the business.

Other than the professional training often focus on capacity building, technical or professional in-depth training new staff aims to help staff become familiar with how it works, understand the role of work in order to quickly achieve the expectations that the organization put out. That's why the content in this training program usually includes company overview, organizational structure, regulations, work rules, occupational safety, manual internal software and the work planned in the first time.

In many modern businesses, the design of training programs for new employees under each title or departments are to be preferred. These documents help to minimize the dependence on the guide, at the same time create consistency of information. For big business or big places, the application of the system of training of Elearning is a way of training new employees effectively to ensure every individual can be approached with program standards.

The ultimate goal of the process of training new employees not only help hr do the right process but also create a feeling of being welcome, support has clear direction from the beginning. Here's the premise to build a team to work effective, sticking to accompany the long-term development of the business.

2. Benefits when deploying the program training new employees professional

When designed properly, the program training brings many practical value that the organization can clearly see in the short and long term.

• Reduce the time to integrate, speed up the work of new staff: One of the greatest difficulties of the new employees didn't know where to start, work how to properly and whether I'm going in the right direction. If the business process training new employees obviously, staff will quickly understand the organization operate? what I need to do, is support from who?. Thanks so duration “acquainted” is shortened, the work efficiency is improving rapidly.
• Increase the rate of employee retention in 3 – 6 months: According to many studies, international phase 90 days the beginning was about the time the new employee to leave the company the most. Work is training, it is of interest clear direction will help employees feel invested and valued. This increases engagement and loyalty with the organization.
• Standardized work processes, avoid risks from “word of mouth” experience: If there is no documentation or training content clearly, knowledge work is often passed down from person to go ahead. Easily lead to the deviations in the process, how to understand non-uniform loss of quality work. By building processes, training new employees, systematic business ensures all employees have access to accurate information, to minimize errors in the work process.
• Optimal cost, time, training for the management team: When it was available materials or software application to manage internal training, the managers do not need direct instruction repeated for each new employee. Their time is devoted to the work of higher value as monitoring results, solve problems that arise, or improved performance team.
• Create impressive, professional reinforce the employer brand: For with a new employee experience from the first day will determine in large part how they feel about the business. A program of training properly express the professional investment, thereby contributing to enhanced brand image, recruitment in internal and external labor market.

In summary, a program for training new employees, it not only help staff quickly catch up with work but also help businesses save costs, maintain quality operate, built environment, sustainable work.

3. Process of training new employees effectively, including the steps?

A program of training new employees only truly effective when deployed in a clear process, there are specific goals and methods consistent with the particular business. Instead of training according to the sense or the exchange for the direct management of the enterprise should build process, training new employees according to the following steps to ensure consistency, efficiency, save resources.

Step 1. Prepare in advance when employees go to work

This stage is often overlooked, but it plays a very important role in creating first impressions and the professional from the business side. Before the official start of work, businesses should:

• Send welcome email, information necessary instructions such as work location, person in charge of reception schedule first day.
• Prepare a full account access system, email, company, equipment, work space seat.
• Pre-prepared training material as the internal rules of the company, about the organization, diagram departments or slide training new employees, if any.

The groomed help new employees feel welcomed, reduce anxiety get ready to enter the new environment.

Step 2. First day: introduction culture, organizational structure, policies

The first day is the pivotal point to make a positive impression with the staff. Instead of just guiding the administrative process, enterprises should:

• Organized the orientation short introduction to the history, mission, vision, core values of the company.
• Introduction the main parts, the role each department and person in charge of related.
• Presents the internal policies as important as working hours, leave, salary – bonus – benefits, rules of conduct.

Documents should be presented by pictures, video or slide easy to understand to create the lively, easy to remember instead of giving the specified dry.

Step 3. The first week: skills Training basic work and goal expectations

After understanding the working environment, staff should receive specific instruction on daily work. This is when real training begins:

• Provide workflow, internal software, templates, tools necessary support.
• Instructions on how collaboration with other departments, time limit for completing the work and the criteria for evaluating effectiveness.
• Assignment the instructor directly (Buddy or Mentor) to support staff in these situations arise.

The application of model mentoring not only helps employees learn faster but also create the connection between the old and the new, reduced feelings of isolation.

Step 4. Reviews feedback periodically

No training program is perfect, right from the start. To ensure that employees truly understand shipping good use of learned knowledge, businesses need to have a mechanism feedback rating, continuous:

• Assess ability to apply after 1 week, 1 month and 3 months work.
• Organization of the exchange of short to employee share difficult, from which adjust the program, or supplemental content needed.
• Collect feedback to improve the training of new employees to help process increasingly more consistent with practical business.

The continuous monitoring not only helps in early detection of problems, but also shows real interest from the business side, this contributes to enhance the cohesion of the new employee with the organization.

A process for training new employees clear science will help staff to quickly familiarize work, business, cost savings, resource, build professional image in the eyes of the employee. For more convenience, enterprises can standardize content using slides, training new employees, combined assessment tools to track results after each stage.

4. How to training new employees in accordance with each type of business

Every business has scale organization, resources and peculiarities operate separately. Therefore, not possible to apply a model training new employees the same for all. To the training process promote maximum efficiency, enterprises should choose the way of training new employees in accordance with the actual conditions of their own. Here are some directions deploy suggestions according to each type of institution:

4.1. Small scale business

Enterprises with less than 50 personnel, often do not have training rooms or private management system training specialist. The deployment program training new employees should be simple to save cost but still ensure practicality.

Direction of fit:

• Training directly in the form of 1:1 or small groups. The manager can directly took the role as the main guide.
• Use of slides for training new employees on simple Google Slides or PowerPoint to convey the content, such as: introduction, company culture, policies and work instructions.
• Combine documents handheld or file software so employees can see it up when necessary.
• Priority closeness easy to understand instead of presenting heavy on theory or complex process.

Flexibility, personalization is in the process of training to help new employees feel is of interest. At the same time, businesses save resources deployment costs.

4.2. Business medium and large scale

Businesses from 100 hr and above often have personnel separate process operation clear and needs standardized training to ensure consistency throughout the organization. With this group, the program design, training should be invested more.

Direction of fit:

• Construction process of training new employees includes the stages: pre-integration, training, integration, general professional training.
• Use training software, internal or system Elearning (online learning) to transmit content consistently, track training progress.
• Apply model “Buddy” – nominate a staff of veteran support new people in duration to work.
• Combine the assessment tool capacity or short test to determine the level of receptive improve the content when needed.

Enterprise value received: Ensure all new employees are trained evenly, does not depend on the guide. At the same time easy to monitor and evaluate the effectiveness of training and improving the experience integration over time.

4.3. Business multi-branch or remote work

With the business model have operations in multiple locations or have employees working remotely, the question is how to training to efficiently sync in when you can't live training. This is when businesses need to training solutions digitize.

Direction of fit:

• Application management software training (LMS – Learning Management System) helps to build online courses, the learning process, automatically evaluate results.
• Standardized training content in the form of videos, materials or slide training new employees easy-to-follow, divided by each team position.
• Combine online training with calendar mentoring periodically (through Zoom, Google Meet) to keep connected and answered in a timely manner problems.
• Table setting, progress tracking training for each individual, can be integrated with systems HRM or hr software overall.

Enterprise value received: Ensure all new employees, whether in the branch or remote work, also be approached the same content, the same route. At the same time helping businesses save time, quality control, training, easy to expand the scale of operation.

In summary, choosing the way of training new employees in accordance with the characteristics held not only help optimize the training effect, but also is flexible thinking, professional of business in human resource management. It is important to start from understanding where resources are and what the desire to get results like from that design a process for training new employees fit sustainable.

5. Technology solutions support training of new employees more efficiently

In the context of business, increasingly attention is paid to the construction team, quality right from the start on, the application of technology in training new employees become a strategic move. In particular, with large volumes of information need to convey and requires monitoring learning progress, the management software training such as Vietnam Elearning or SureHCS is the solution practical for organizations/businesses are looking for methods to optimize the process of training new employees.

Optimize the deployment of slides for training new staff and learning materials

With training software such as Lac Viet Elearningbusinesses can easily standardize the entire contents of training: from slide training new employees, videos, documents internal to the test. Instead of sending the file discrete via email or drive, the whole of this resource will be distributed automatically to each new employee in the correct route specified time.

This not only saves the time of HR departments, but also ensure all personnel have access to content in a uniform way, no flaws.

Progress tracking results, training new employees, transparency, continuous

One of the challenges often encountered in the process of training new employees is the evaluation level, commitment, learning of each individual. With system training software built-in function check (quiz) and evaluation after the course, managers can easily track the progress of each employee, early detection of cases need extra support.

All academic data are updated in real-time, aggregated into clear reports for the hr department and management level.

Increase learning experience personalization

External factors of management, solution hr LV SureHCS also supports grouping learners according to each department, title, or capacity. From there, businesses can build by training new employees in accordance with the characteristics of work, not spreading general.

For example, a technical staff will be learning the content expertise separate from an employee, customer care, all located in the same system, but are distributed in the direction personalization.

Actual value business get

• Shorten the duration of immersion: Help new employees understand the culture, processes and service work, in just few days instead of several weeks as the traditional way.
• Reduce operational burdens for HR: hr does not need to organize meetings, send documents or track progress craft.
• Increase efficiency post-training evaluation: the System automatically save the results of a quiz, feedback, students report on the results help HR-grounded objective assessment.
• Increase retention of new employees: Some experience onboarding, professional, clear is the first step to build trust engagement with the business.

Invest in management software, training is not merely a cost technology, which is the strategic solutions to business building a team of the new firm, confident and long-term commitment. Especially with the enterprise-scale personnel or need standardized processes, training new employees, the deployment system such as Vietnam Elearning or SureHCS will bring a pronounced effect only after a few weeks of operation.