New Hire Orientation
Best Practices on how to train new hires to do their jobs.
I think the format of this program works well with learning state laws and regulations; The scenarios are great!
I agree, it is much more useful to actually DO the work and learn it that way for me
I learned alot while I went through the modules. It was easy and very formal on the objectives of the requirements that the government has established for colleges.
I agree - I am the type of learner that retains better if I can put the information to applicable use rather than just reading it.
I agree with you on this. Usually the instructor that has been hired was needed almost immediately and very little time is given to a proper orientation period. The checklist is a good tool and covers quite a bit of good information but unfortunately, the PD or AD does not have the time to sit and go through each item as it should be given. This is unfortunate because the system sounds good and time should be given to implement this. We just need to do it and make sure that the new instructor and others around him/her give them the courtesy and time to adjust to the new environment -- especially new instructors. Consistency and being available are both good tools for orientation.
Role playing is very interesting in when training. It helps yuo to really grasp on to what you will be actually doing and also learn faster.
It is my firm belief that training coupled with orientation will assist new hires in their adjustment process. Institutions function differently and it is considered prudent for each company to outline their do's and dont's at inception.
I feel it is important to have a person designated to ensure new employees are trained adequately,someone who can also mentor the new staff member and update training materials/processes.
New hire checklists and training plans are a good start, however, ongoing interwaction with the new instructor and the students will determine the quality of educator. Too often instructors have to "figure it out" for themselves resulting in unwanted activities.
I agree as well. I think a great part of new hire orientation is to observe other classroom lectures to see mutiple methods of instruction as well as to gain confidence in performance!
ALl new hires should meet with each department head to get a full understanding of a students perspective and also to see how each department contributes to the process.
Whenever I hire someone, I always have them shadow a senior rep. This allows my new hires to gain some valuable product knowledge.
I was just sent for a week of new hire training and I found it very helpful with my work ethics once I came back.
New hires can shadow the Dept Lead or Director for better understanding of the job duties.
I feel the new hire training must be an ongoing process over the first several months of employment. It is challenging as a new hire to be so overwhelmed with information while trying to learn a new job and a new company culture.
All new hire paperwork is completed with Manager of Administrative Affairs
I agree with your comment and I believe the 30, 60 90 day evaluation plan we currently use should be tied to their orientation and training program as too often we try to rush through too much information too quickly. Many times we use shadowing as the only source of orientation and many times we don't orient our associates to the other departments and this does not allow them to know and appreciate all of the student resources we have avaialable to students!
I agree with your ideas on training new hires. Some companies are so interested in getting the new hire "into the starting gate", they force the person into the position too quickly. I think that proper training is an absolute must for a company. If the person is thrown into the mix before he or she is adequately trained, they are being set up for failure. Companies should bite the bullett and give adequate training in all aspects of the job. Additionally, I think it is a good idea to have a new employee shadow an employee that is trusted and will treet the new person as a future resource for the institution.
All of our campuses are not in the same location and we use webinars to go over HR information and benefits.
