How can you develop an onboarding program that supports new skills and competencies?

1 Assess the skill gaps

Before you design your onboarding program, you need to identify the skill gaps that exist between your current and desired workforce capabilities. You can use various methods to assess the skill gaps, such as surveys, interviews, performance reviews, or competency frameworks. The results will help you prioritize the most critical skills and competencies that your new hires need to develop, and align them with your business objectives and expectations.

2 Define the learning outcomes

Once you have a clear picture of the skill gaps, you need to define the learning outcomes that your onboarding program should achieve. Learning outcomes are specific, measurable, and achievable statements that describe what your new hires will be able to do or know after completing the program. They should be aligned with the skill gaps, the job requirements, and the organizational culture. For example, a learning outcome for a new sales representative could be: "By the end of the onboarding program, you will be able to apply the ABC sales methodology to generate leads and close deals."

3 Choose the learning methods

The next step is to choose the learning methods that will deliver the learning outcomes in the most effective and engaging way. Learning methods are the activities, tools, and resources that you use to facilitate the learning process. They can be divided into two categories: formal and informal. Formal learning methods are structured, planned, and evaluated, such as e-learning courses, webinars, workshops, or mentoring. Informal learning methods are spontaneous, self-directed, and experiential, such as social media, podcasts, blogs, or peer feedback. You should use a mix of both types of learning methods to create a holistic and flexible onboarding program that supports different learning styles and preferences.

4 Implement the learning plan

After you have selected the learning methods, you need to implement the learning plan that outlines how, when, and where your new hires will access and complete the learning activities. The learning plan should be realistic, manageable, and adaptable, and should consider the following factors: the duration of the onboarding program, the frequency and intensity of the learning sessions, the availability and accessibility of the learning resources, the roles and responsibilities of the learners and the facilitators, and the feedback and evaluation mechanisms. You should also communicate the learning plan clearly and regularly to your new hires, and provide them with the necessary support and guidance throughout the program.

5 Evaluate the learning outcomes

The final step is to evaluate the learning outcomes that your onboarding program has achieved, and measure the impact of the program on your new hires' skills and competencies. You can use various methods to evaluate the learning outcomes, such as quizzes, tests, assignments, simulations, or self-assessments. The results will help you determine the level of knowledge and skill acquisition, retention, and transfer that your new hires have attained, and how they apply them to their work. You should also collect feedback from your new hires, their managers, and their peers, and use it to improve your onboarding program and identify areas for further development.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?