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How can you develop HR policies that support remote onboarding and training?

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Remote onboarding and training are becoming more common and necessary in the modern workplace, especially in the wake of the COVID-19 pandemic. However, many HR professionals struggle with how to create and implement policies that ensure a smooth and effective transition for new hires and existing employees. In this article, you will learn some tips and best practices for developing HR policies that support remote onboarding and training.

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1 Define your goals and expectations

The first step to developing HR policies that support remote onboarding and training is to define your goals and expectations for the process. What are the desired outcomes and benefits of remote onboarding and training? How will you measure and evaluate the success and impact of your policies? How will you communicate and align your goals and expectations with your managers, employees, and stakeholders? By answering these questions, you will have a clear and consistent vision for your remote onboarding and training policies.

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Viswash Beesetti

Recruitment Lead @ Tiger Analytics | Global Talent Acquisition Partner | Strategic HR | Talent Branding
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Define your goals and expectations. Choose the right tools and platforms. Design engaging and interactive content. Establish clear and frequent communication. Build a sense of community and culture. Review and improve your policies.

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2 Choose the right tools and platforms

The second step to developing HR policies that support remote onboarding and training is to choose the right tools and platforms that enable and enhance the process. You will need to consider various factors, such as the size and diversity of your workforce, the nature and complexity of your business, the availability and accessibility of technology, and the budget and resources of your organization. Some of the tools and platforms that you may use include video conferencing, e-learning, collaboration, feedback, and gamification software.

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Hannah Liberman

People Operations | Problem Solver | Enabler of High-Performing Teams
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Ok this is a big one, especially when administering policies is part of your compliance responsibilities. When onboarding remote employees it's not enough just to send the policies over and assume they've been thoroughly reviewed and understood. This is where technology comes into play. There are a number of tools, like Typeform, you can use to help verify or confirm a policy has been read. It allows you to easily break your policy into digestible sections, with multiple forms of confirmations along the way and the ability to pull records and reports.

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3 Design engaging and interactive content

The third step to developing HR policies that support remote onboarding and training is to design engaging and interactive content that delivers the necessary information and skills to your employees. You will need to consider the learning objectives, styles, preferences, and needs of your employees, as well as the format, duration, frequency, and delivery of your content. Some of the content that you may create include videos, podcasts, quizzes, simulations, case studies, and scenarios.

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4 Establish clear and frequent communication

The fourth step to developing HR policies that support remote onboarding and training is to establish clear and frequent communication with your employees throughout the process. You will need to consider the channels, methods, and tone of your communication, as well as the feedback and support that you provide to your employees. Some of the communication that you may have include welcome messages, check-ins, surveys, reviews, and recognition.

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5 Build a sense of community and culture

The fifth step to developing HR policies that support remote onboarding and training is to build a sense of community and culture among your employees. You will need to consider the values, norms, and behaviors that define your organization, as well as the ways that you foster and promote them among your employees. Some of the activities that you may organize include virtual orientations, social events, mentoring programs, and team projects.

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Brie Wolfe

Talent Acquisition Manager with expertise in IT Recruitment
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Virtual social events are a great way to foster a sense of community. You can also consider adding an element of fun to all-hands meetings by incorporating themes and taking the time to allow employees to share personal stories.

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6 Review and improve your policies

The sixth and final step to developing HR policies that support remote onboarding and training is to review and improve your policies based on the data and feedback that you collect and analyze. You will need to consider the strengths, weaknesses, opportunities, and threats of your policies, as well as the changes and trends in your business environment. Some of the actions that you may take include updating, revising, or replacing your policies, as well as sharing your best practices and lessons learned with your organization.

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Daniel Recktenwald
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One perspective to consider is also to check for what specifically you really need policies. As teams are so individual it is often difficult to find "one size fits all" solutions, especially in a distributed context, and it might be more effective to provide guidance and guardrails for leaders.

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Hannah Liberman

People Operations | Problem Solver | Enabler of High-Performing Teams
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It's important to collect feedback on your policies to ensure they're enabling your team and achieving the original goal you set out to accomplish when creating the policy in the first place. "Best in class" changes as innovation continues to be introduced across every industry and with this, policies need to get updated. Like everything else, they can become outdated.

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Amelia Sigampa

Técnica en Gestión y Desarrollo de Recursos Humanos
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Por eso es necesario mantener una visión aliada al análisis FODA de manera diaria y actualizada, siendo así que se podrá llevar un control a tiempo de los manejos organizativos y cómo es el estado del capital humano

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7 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?

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Abdallah Badr

HR professional | HR Operations and Service Delivery | HR Officer @ Ahli United Bank
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From my HR viewpoint, to support remote onboarding and training, create clear guidelines for virtual onboarding processes, establish expectations for remote work, provide access to digital training resources, and encourage regular communication between new hires and their supervisors. These policies help streamline the remote onboarding experience and ensure effective training for remote employees. ???????

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Brie Wolfe

Talent Acquisition Manager with expertise in IT Recruitment
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As a HR professional, make sure to coach your executive team on the importance of DEI. Take the time to explain to them how a diverse team can bring diverse perspectives and vastly improve the overall health of the organization.

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How can you develop HR policies that support remote onboarding and training?

1

2

3

4

5

6

7

1 Define your goals and expectations

2 Choose the right tools and platforms

3 Design engaging and interactive content

4 Establish clear and frequent communication

5 Build a sense of community and culture

6 Review and improve your policies

7 Here’s what else to consider

Human Resources

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How can you develop HR policies that support remote onboarding and training?

1

2

3

4

5

6

7

1 Define your goals and expectations

2 Choose the right tools and platforms

3 Design engaging and interactive content

4 Establish clear and frequent communication

5 Build a sense of community and culture

6 Review and improve your policies

7 Here’s what else to consider

Human Resources

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