How can you use e-learning to improve new employee onboarding?

The new employees are overwhelmed and uncertain in the initial days of their joining. Hence the onus lies on the L&D professionals to match their needs and develop the e-learning content based on the culture, values, and vision of the organisation. Do engage in creating onboarding experiences that seem less like a process and more like a warm welcome!

Before determining what you want new starters to know you must understand what your onboarding needs to achieve so you know if it's effective. Seek data on the consequences of ineffective onboarding and understand the perspective of recent new joiners. Help the next cohorts into organisation based on pain or friction experienced before.

Creating interactive and engaging modules that cover your company policies, values, and culture, providing self-paced training on essential skills and tools, incorporating multimedia elements for diverse learning styles, offering assessments to track progress, and integrating virtual simulations or scenarios to enhance real-world application of knowledge. You might also consider using online forums or discussion groups can facilitate communication and community building among new hires.

A great way to personalise and automate your onboarding process is to use a Learning Experience Platform. This does not take away from the in person sessions but ensures scalability and a consistent onboarding journey for all your new joiners. The goals, values, history of the company can be shared in a very personal and bespoke way via the platform as well as drip-feeding in more information and knowledge checks as they progress through their journey. As ‘quality of hire’ is based on ramp time and their satisfaction with onboarding it’s important that expectations of what you expect in the 30/60/90 day period is clear and assessed.

E-Learning-Onboarding-Programm zu gestalten, das einUnternehmen als Talent-Magnet positioniert, erfordert eine sorgf?ltige Planung und strategische überlegungen. Dabei wichtig: Ziele und Erwartungen neuer Mitarbeiter definieren und kl?ren, was sie lernen, wissen und tun sollen. Anpassungsf?higkeit und Feedback: Ein flexibles E-Learning-Programm, das Feedback von neuen Mitarbeitern einbezieht und sich an ihre Bedürfnisse anpasst. Regelm??iges Feedback inklusive. Die F?rderung der sozialen Interaktion: Gleich zu Beginn das Kommunikative zeigen - durch Gruppendiskussionen, Foren oder Mentorship-Programme. Integration von technologischen Tools und Lernplattforen: ohne die geht es nicht mehr!

Creating small online communities with employees can be a good supplement to eLearning. They’ll be going through similar learning curves and can grow relationships with each other as they get accustomed to their role. Many LMS’s have forums that can be used in this way.

More important than the tools you use for the e-learning itself is that the onboarding incorporates the digital tools of the job. Let the flow of the onboarding "course" reflect the same flow as the actual processes that are used in the job. Whatever the role will eventually be responsible for -- a product, a presentation, a website, an ad campaign, a sample program, or a report. That the onboarding incorporates the actual tools is the most important part. Good onboarding e-learning incorporates a regular chance for feedback with team peers; don't just let them struggle and then only critique the final product. Using a backward course design(Wiggins and McTighe), let these outcomes lead you to the e-learning you need to accomplish this.

You don't need expensive new tech to test digital induction. If you've done your analysis then experiment with the tools you have or free / inexpensive ones. When you've proven your concept then invest in sophisticated tools that do more of the heavy lifting and automation.

There are a lot of tools available to create different forms of e-learning modules.However, how we design E-learning modules are important. But before we design E-learning modules, it's important to understand the mindset and preferences of new learners. For example, the average age of new employees and data on how many new employees join in different work levels and accordingly design induction modules. For the new generation, gamify your content well along with audio and visual. For a higher position, make it more concise and to the point with a clear message.

All your onboarding content should be customized and bespoke. If somebody is to be able to assimilate and perform in your organisation then they need to be able to know what's going on, the expected and rewarded behaviours and what successful employees do.

The main purpose of an e-learning is that the learner acquires a series of knowledge,often, if the content of an e-learning is not attractive enough, the learner is not able to assimilate It, either Bécquer of boredom or lack of interest. A good and current option is gamification, creating a story and involving the learner in a game where they have to learn the content to win based on rewards, It helps and motivates the learner to acquire that knowledge in an easy, interactive and engaging way.

The term "e-learning" might not paint the full picture in your mind unless you've explored the possibilities. Imagine a 3D world, a first player game of exploration. The more you discover, the more you know about your company. The more you know, the more you can explore. Gamified and custom created to ensure all your content is presented in an interactive manner that fits the theme. Don't think fantasy world here. It could be a digital twin of your company headquarters. That's just one possibility of custom content in the onboarding journey.

New hires need to learn a lot of dense information about policy and process, job specific and general, in a short amount of time in their onboarding period. While knowledge-based learning can readily be accomplished via elearning, skill-based learning is best completed through a blended modality approach. Skill-based learning can be most effectively delivered in a learn-observe-apply flow. The learning can be done efficiently and effectively via elearning. The see can be done through elearning videos, screenshares, role plays, etc. or through job shadow, then they can apply what they have learned on the job with observation and feedback.

Though e-learning modules are time and cost effective for the induction purpose, if we combine it with different traditional ways of orientation such as one to one, classroom sessions, discussion forums or on the job training, it will have a positive impact.

I agree, you need to take into account everyone learns in different ways and although E-learning is great it should not be the only way people learn. If we ask ourselves about the last time we learnt something, the answer is rarely associated with a piece of e-learning. People learn from colleagues, podcasts, LinkedIn, watching YouTube (a range of sources). What we can do as L&D or HR is to capture this knowledge from colleagues, podcasts and make it accessible in their moment of need. This is where e-learning or learning platforms can bring great value.

Optimize new employee onboarding through e-learning by blending various methods such as interactive modules, virtual simulations, and live sessions. This approach caters to diverse learning styles, fostering a comprehensive and engaging onboarding experience that resonates with employees at different stages of their learning journey. One thing I found useful during my last onboarding process was the mix of learning options from self-paced learning to virtual sessions and face to face camping program. These blended activities made me have a good grasp of what the organisation does.

Collaboration is powerful in the learning process, especially in onboarding, when you are trying to bring your new hires into the workplace community and culture. However, collaboration can happen in a variety of ways. You can do this asynchronously online within online trainings, Teams/slack, email, etc. You can also do this in person in live trainings. Throughout onboarding programs, there should be deliberate opportunities and prompts created and cultivated to increase collaboration.

Enhance new employee onboarding with e-learning by fostering collaboration through discussion forums, virtual team projects, and interactive group activities. Encouraging a collaborative environment not only accelerates learning but also promotes a sense of community among new hires.

Measuring time to proficiency is a critical impact metric for onboarding programs. As you evaluate your program, use this metric to set a baseline and look for ways to reduce the time to proficiency. New hires need to get to good quickly to be impactful and productive to the organization. Beyond that, you also need to keep close to the experience of the new hire as a learner and new employee. Providing an onboarding program is not just about proficiency, it is also about welcoming them into a new role and new company, then establishing them within it as an employee to improve their longevity and increase their tenure.

Employing e-learning methods in new employee onboarding revolutionizes the process by offering dynamic, interactive, and easily accessible training modules. These digital platforms facilitate a personalized learning journey, allowing employees to grasp essential information at their own pace while adapting to individual learning styles. This approach not only enhances engagement but also ensures a more comprehensive and effective incorporation of new hires into the company's culture and practices."

Ensure the continuous improvement of new employee onboarding in e-learning by regularly evaluating the effectiveness of training modules, gathering feedback, and analyzing performance metrics. Use this data-driven approach to make informed adjustments, keeping the onboarding process dynamic, relevant, and aligned with organizational goals.

l'impact du E-learning sur le Onboarding Définie le ROI sur E-learning sur les budgets du Onboarding et les économies que la compagnie réalisera on optant pour le E-learning

Never underestimate the power of AR and VR for learning and training. There are a lot of visual learners. Consider how you can adapt your e-learning to a video course using an inexpensive 360-degree camera to show how things are accomplished vs just talking about it. Headsets and cameras have come down in cost these days, and showing vs explaining can make a world of difference, save time, and help those that are more visual.