New employee onboarding training
$49.00
Limited Time Offer
The goal of this New Employee Onboarding Training course is to provide new employees with the necessary tools and information to help them transition into their new role within the company.
New Employee Onboarding Training
Course Overview:
The goal of this New Employee Onboarding Training course is to provide new employees with the necessary tools and information to help them transition into their new role within the company. The course will cover a variety of topics such as company culture, values, expectations, and policies. By the end of this course, participants will have a better understanding of what it means to be a part of the company and what is expected of them as employees.
Course Objectives:
– To familiarize new employees with the company culture, values, and expectations
– To provide new employees with an overview of company policies and procedures
– To help new employees transition into their new roles within the company
Course Outline:
Module 1: Introduction to the Company
– Overview of the company history, culture, and values
– Explanation of the company’s mission and vision
– Introductions to key personnel
Module 2: Expectations and Policies
– Explanation of employee expectations and policies
– Overview of the company’s code of conduct
– Discussion of company policies on attendance, dress code, and other topics
Module 3: Onboarding Orientation
– Introduction to the formal onboarding process
– Explanation of the onboarding schedule and activities
– Overview of the resources and support available to new employees
Course Length: This New Employee Onboarding Training course is approximately 3 hours long.
Delivery Method: This course is delivered as a self-paced online training course.
Target Audience: This course is designed for new employees who are transitioning into their new role within the company.
Prerequisites: There are no prerequisites
Frequently Asked Questions about the Employee Onboarding Training:
Q: Do I need to take this course?
A: This course is required for all new employees.
Q: How long does the course take to complete?
A: The course is approximately 3 hours long.
Q: What delivery method is used for this course?
A: The course is delivered as a self-paced online training course.
Q: Who should take this course?
A: This course is designed for new employees who are transitioning into their new role within the company.
Glossary of main terms & concepts used in the training program:
Employee onboarding:
The process of orienting and acclimating a new employee to the company.
Company culture:
The shared values, beliefs, and attitudes that characterize a company and influence the way it does business.
Company values:
The guiding principles that dictate how the company operates and makes decisions.
Code of conduct:
A set of rules or standards that outline how employees are expected to behave while representing the company.
Attendance policy:
A set of rules governing employee attendance.
Dress code:
A set of guidelines governing what employees are expected to wear while representing the company.
Employee onboarding process:
The series of activities and interactions that take place when a new employee joins the company.
Onboarding schedule:
A timetable outlining the activities and milestones that should be achieved during the onboarding process.
Resources and support:
The materials and assistance available to help new employees adjust to their new roles.
Onboarding program:
A structured approach to onboarding that outlines the activities and steps that should be taken during the onboarding process.
New hires/New employees:
Individuals who have recently been hired by the company.
Orientation:
The act of introducing new hires to the company and their new roles.
Acclimation:
The process of adjusting to a new environment or situation.
Assimilation:
The process of adopting the values, beliefs, and attitudes of a new group or organization.
socialization:
The process of learning the norms and behaviors of a new group or organization.
Policies:
A set of rules or guidelines that dictate how the company operates.
Procedures:
A set of step-by-step instructions for carrying out a task or process.
Guidelines:
A set of standards for how the company expects employees to behave.
Rules:
A set of regulations that must be followed by employees.
Standards:
A set of expectations for how the company expects employees to behave.
Human resource management:
The process of managing people within an organization.
Organizational development:
The study of how organizations can be structured and managed in order to achieve their goals.
Industrial and organizational psychology:
The study of how people interact with and are affected by their work environment.
Personnel management:
The process of managing people within an organization.
Workforce management:
The process of managing the people who work for the company.
Job analysis:
The process of determining the tasks and responsibilities associated with a particular job.
Job descriptions:
A document that outlines the tasks, duties, and responsibilities associated with a particular job.
Position descriptions:
A document that outlines the tasks, duties, and responsibilities associated with a particular position.
Compensation:
The financial rewards and benefits that an employee receives in exchange for their work.
Benefits:
The non-financial rewards and perks that an employee receives in addition to their salary.
Performance management:
The process of setting goals and expectations for employee performance and providing feedback on their progress.
Training:
The process of teaching employees the skills and knowledge they need to perform their jobs.
Development:
The process of helping employees grow and advance in their careers.
Career management:
The process of helping employees plan and progress in their careers.
Succession planning:
The process of identifying and developing potential leaders to fill key roles in the future.
Employee retention:
The process of keeping employees from leaving the company.
Engagement:
The level of enthusiasm and commitment that employees have for their work.
Satisfaction:
The extent to which employees are content with their jobs.
Morale:
The emotional state of employees and their overall outlook on the company.
Productivity:
The amount of work that an employee can complete in a given period of time.
Quality:
The degree to which an employee’s work meets the company’s standards.
Efficiency:
The extent to which an employee’s work is free from errors or waste.
Timeliness:
The extent to which an employee completes their work in a timely manner.
Dependability:
The extent to which an employee can be relied on to show up for work and complete their duties.
Attendance:
The number of days or hours that an employee works in a given period of time.
Tardiness:
The number of times an employee arrives late for work in a given period of time.
Absenteeism:
The number of times an employee is absent from work in a given period of time.
Turnover:
The number of employees who leave the company in a given period of time.
Employee handbook:
A document that outlines the company’s policies and procedures.
Anti-discrimination policy:
A policy that prohibits employees from discriminating against others based on their race, gender, religion, etc.
Harassment policy:
A policy that prohibits employees from harassing others in the workplace.
Workplace safety policy:
A policy that outlines the company’s procedures for keeping employees safe in the workplace.
Leave policy:
A policy that outlines the company’s procedures for taking time off from work.
Employee training process:
The process of teaching employees the skills and knowledge they need to perform their jobs.
Development process:
The process of helping employees grow and advance in their careers.
Compensation and benefits package:
The financial rewards and benefits that an employee receives in exchange for their work.
Performance management system:
A system that sets goals and expectations for employee performance and provides feedback on their progress.
Succession planning process:
The process of identifying and developing potential leaders to fill key roles in the future.
Hiring managers:
The people responsible for recruiting, interviewing, and hiring new employees.
Direct managers:
The people responsible for supervising and managing the work of their employees.
Employee assistance program:
A program that provides confidential counseling and support to employees who are experiencing personal or work-related problems.
