ANALYSIS
Content Received
In collaboration with current employees, we gained access to what the current onboarding program overview consisted of.
Employee Interviews
Approximately 20 interviews were conducted with various employees from various roles across various locations. The goal of the interviews was to identify how employees currently were onboarded, get their input as to what they thought should be covered, and how they think it should be changed.
Notes were taken during each interview. Contact was made with interviewee throughout the process to ensure that the information documented was accurate.
DESIGN
Program Designed
Content from all 20 interviews was consolidated and organized into various categories leading to the overall main components or buckets of the program: Company Overview, Products/Services, Tools & Information, Certification.
The content was organized hierarchically and course numbers were assigned
Curriculum Guide Designed
The curriculum guide was designed signifying each course number, the course title, learning objectives, learning activities and assessments that needed to be completed across 3 varying levels of sales employees.
DEVELOP
Checklists, Guided Notes, and Quizzes Created
Some of the course content required checklists to be created
These documents had back and forth exchanges and communications as needed until approved by interviewees and SMEs assigned to the project.
Onboarding Program Space/Wiki Developed using Confluence
The entire onboarding program and all of its contents links to documents, and employee profiles were housed in or linked into the Onboarding Program space
Wiki page templates were created allowing the HR representative and manager easy access to creating a new curriculum guide for each employee prior to Day 1 to track their progress throughout the 90-day program.
Onboarding Program Protocol Created
A step by step protocol document/job aid was created for the HR contact, buddy, manager, and new employee to ensure proper implementation of the program from HR handoff on the employee's first day on the job.
IMPLEMENT
Onboarding Program Implemented
HR was responsible for kicking off onboarding with each new hire on Day 1.
A series of web conferences were conducted with HR to introduce them to the new program and its components to ensure the correct message and handoff was experienced by each new employee.
The first few new hires to use the new onboarding program participated in a collaborative web conference introduction to the program as well to ensure everyone was on the same page.
After several new hires had been enrolled into the new program and HR felt comfortable, I was no longer needed in the implementation process.
EVALUATE
Onboarding Program Evaluation Process
Being a contract for the client, they included me in a few evaluative steps.
Approximately 5 webinars were conducted with new employees to get their feedback for enhancements moving forward.
Enhancements were applied as approved.