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On-line Induction Training

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We are looking to develop on-line induction programmes for use as a follow up to our main day one induction.

These programmes will be aimed towards different groups, i.e. managers (what to do when someone resigns, how to recruit etc.) and secretaries (how to claim expenses, how to book travel etc.).

We are intrested to know if anyone has created an on-line induction programme of any sort and the responses they have received from it.

Any feedback and ideas on this would be great.

Thanks



Andrea Pyett

4 Responses

  1. Development time is the limiting factor
    I have developed online materials for induction training, the feedback for which has been very good. The success has been down to the time allocated to design and development (between 100/400 hours to develop an hour long module), technical knowledge/skills of training developer and the ability to update it later. However with much online training looking like a poor PowerPoint presentation it is not surprising that the general take up of a lot of e-learning initiatives has been low. Other factors to consider are:

    Will you host externally/ internally? (Internally can put you at loggerheads with your IT Department.)

    Have you got the skills in house to develop/put online or modify the material?

    Can you buy ready made content?

    How will you track the data of scores logins etc (LMS?)?

    How will you measure the effectiveness/ROI?

    This is not meant to paint a negative picture e-learning but to suggest that there are sometimes better more cost effective options such as “Job Aids” (Flowcharts and laminates etc) and “On the Job Training” to train people on tasks such as expenses and travel bookings.

  2. blend and integrate!
    I think a lot depends upon the quality and quantity of current information available on the Company Intranet. I suggest you create two types of component on-line.
    Firstly, knowledge ‘units’ on all relevant topics (e.g. how to recruit etc) and have these fully integrated into, say, an HR Site.
    Secondly, you create ‘routes’ for inductees to follow through these components, like a sort of checklist. Completion of the route means you’re inducted and there should be a clear end to an Induction period.

    These routes can refer inductees to face to face activities e.g. introductory visits and also special assignments e.g. to find out who the First Aider is. Thus you create a blended methodolgy.

    You don’t need to create fancy stuff, but you should consider skillbuilding within the organisation to create web page content. This is increasingly becoming a non-specialist activity.

    Don’t waste too many sleepless nights evaluating this. Get feedback, review regularly, keep up to date but don’t get bogged down with function preserving activity like roi checks. Just do it well!

    Rick

  3. Due Diligence
    Graham, Is absolutely right! There are many things to consider before opting for online Induction. From a due diligence viewpoint online is ‘just the ticket’, but developing it, is another matter. We have online Food Safety and Licensing Law Induction courses available for free preview which might give you some idea. I think you would be better advised to look at a more generic Induction for all staff.

  4. Online Induction Training
    Hi Andrea –

    A follow-up online induction programme is a great addition to your classroom-based induction.

    Your online induction can also be used **prior** to the main classroom-based programme by addressing many of the new hires questions before they start work. The online induction can then be used as follow-up support throughout the first 6 -12 months from the new hire’s start date. Using your online induction as a “pre-start” and ongoing resource really helps to get the most out of your programme investment.

    Here is a list of the topics we find most popular for online induction modules:

    Products and Services

    Buddy Program

    Key Contacts

    Office Locator

    Performance Appraisal

    Skills Training

    Calendar of Events

    About us

    Meet the founders

    How we grew…

    Worldwide offices

    Your first week

    Your first month

    Tuition Reimbursement

    Work/Life Balance Program

    Customer Care

    HR contact details

    Company History

    Our Culture

    Code of Conduct

    Leadership Team

    Our vision & values

    Diversity

    Culture

    Medical, Dental & Vision Coverage

    Disability Policies and Procedures

    Sexual Harassment

    Diversity Policies

    Accessing the corporate Intranet

    Your Career With Us

    Leadership Track

    Your Point Of Contact

    With regards to appropriate content for **your** programme, a great resource will be those new hires who have been with your organization for 3 – 6 months. Conduct a focus group with these folks and ask for their input on what they would have found useful (content-wise) from an online induction programme when they first joined the company. This will help ensure your content is as relevant as possible.

    Good luck with your project!

    Best regards,

    Julie.

    _______________________________________
    From: Julie Wilson, Program Manager
    Email: [email protected]

    Online orientation that works!
    http://onlineorientation.com

    P.O. Box 954, Tiburon, CA 94920
    T: 1 415 789 5014 F: 1 253 736 0328

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