Exactly! I consider new hire training time as an "investment" that can really pay off!
I agree that providing time for training new hires is a challenge because we are responding to immediate needs and because we have demanding schedules. However, the stated reasons provide me with a clear picture of why it is so important to make new hire training a priority. The time one takes today for training a new hire will be time rewarded in the future when the new hire can perform a job with understanding, efficiency and minimal errors.
All new hire paperwork is completed with Manager of Administrative Affairs. Employee is then set up with an "on-boarding" schedule where they meet with each functional department of the campus to learn what they do. Sometimes employees are then sent to training with someone else at another campus who is in their same position. Instructors are required to "shadow" other instructors as part of their on-boarding.
Linda - I agree with your concept of providing time for training new hires. This is typically challenging as schools are typically responding to vacancies or immediate needs. But it is a good practice to plan for appropriate ramp up time.
The new hire should be allowed to shadow other Admissions Representatives, I aslo believe new hires should be able to sit in the labs and watch students perform so that when it comes to interviewing, the new hire has the book knowledge and what they learned from sitting through a student lab. They can give a more detailed information when interviewing a potential student.
I agree that new hires should shadow an employee for at least one week. A new employee orientation should be at least every other month dependent on the number of employees you hire each month. Each department should introduce themselves and give an overview of what they are responsible for. The OTM should be review with each new employee.
New hire orientation is a critical part of employee retention. If you just throw someone into their job without proper training, they most likely will not last and they can also make critical, costly mistakes for the company. Performing the 30/60/90 day reviews are also helpful to make sure the employee is on track and being able to assist them if they are not.
I agree with everyone so far. New hires should be allowed to shadow and do product knowledge first. Then the rest as follows.
My recommendation is allow the new hire to shadow someone in the department that is already doing the job. Provide adequate time for the new hire to review the OTM and allow them to ability to ask questions and gather feedback. Make sure the new hire is given clear instruction and objectives in order for them to be successful in their new role. We need to support and guide our new hire, the better guidelines and support the better the employee
All new hire paperwork is reviewed with one person. Then the department director and/or pd continues with a training plan. All new hires will shadow with an employee after meeting with a director to get further training. All new instructors meet with the LRC coordinator to review the AV equiment in the classroom, the LRC and discuss email, and prep room computer use.
I think it is best to allow a new individual to view others in the position doing the wotk to see as to how they handle the work load. Next I think they should go over the OTM and where and how to access it. I also think they should have training with their boss and peers. Also role play is a very good way to get comfortable dealing with different situations.
