Identifying The Online Training Needs For Each Of The 5 Stages Of Employment
Every employee has their own unique goals, preferences, and online training needs. To a certain extent, all of these things are determined by their background and previous experience, but their level within the company is one of the most important factors. For this very reason corporate training developers must be aware of the key employee stages, as well as the different type of online learning needs they may have. From the first day on the job to their retirement party, employees can be divided into 5 groups of employment based on their advancement up the corporate ladder.
- Stage 1: Candidate.
Many organizations naturally assume that the first employee stage occurs AFTER an individual is hired. However, the employment process actually starts the second that someone steps into the interview room. In some cases, it can even begin when they turn in their applications. Aside from asking the usual interview questions and assessing their personality, expertise, and knowledge, you also have the opportunity to use online training materials for the vetting process. For example, asking them to participate in an online scenario can test their previous experience and give them an idea of what to expect on-the-job. You can also encourage them to watch certain onboarding training videos that discuss benefits and other job perks, as well as regular work duties and responsibilities. - Stage 2: New Hire (Onboarding).
At this stage the individual has already been offered and accepted the position. Now it’s time to give them the information and skills they need to do their job effectively. Many employees lack confidence at this point, and it’s imperative that you offer them all of the online resources and materials they require. They may also be hesitant to ask questions because they want to make a great first impression. This is why you should cultivate a supportive training culture. Make it clear that they are welcome to address their questions or concerns at any time, and that their superiors are there to assist them. You can also personalize their onboarding training by conducting a skills analysis or using online assessments to test their professional knowledge. - Stage 3: Planners.
Planners are the employees who have been on the job for some time, but still have not fully integrated themselves into the organization, usually 3-to-6 months after hiring. This is the time when you must help them identify their strengths and weaknesses, as well as any performance gaps that are holding them back. Carefully analyze their work performance and have them participate in online scenarios and simulations to gauge their level of proficiency. Employees may feel as though they are gradually learning the ropes of their position, but need that extra bit of online training to take their career to the next level and achieve stability. If the individual is struggling, you may want to pair them with a mentor or offer them supplemental online training resources that focus on specific skill sets or work tasks. This is one of the most challenging stages, which is why a significant number of employees leave the organization within the first 3 months. - Stage 4: Developers.
These employees feel confident about their performance and wish to advance within the organization. As such, they may feel that it’s time to start fine tuning their skills, expanding their professional knowledge, and master work processes that are not usually part of their job description. Employees who have the opportunity to upskill and are offered voluntary online training courses are more likely to remain within the company. This is primarily due to the fact that they are satisfied with the online training culture, and believe they are a productive and valued member of the team. Mobile learning courses are an ideal option for employees in this stage, in particular, as it provides them with the ability to access online training materials anytime. When they have a spare moment they can simply login to the mobile learning platform and brush up on their skills or learn about new processes or procedures. It also offers them an on-the-job resource that they can use to troubleshoot issues or receive answers to pressing questions. - Stage 5: The Retirees/Transitioners.
Employees who are on their way out of the company, such as those who are retiring or resigning, can also benefit from exit online training. This is also known as "offboarding". Solicit their feedback through surveys and interviews to gain insight into the strengths and weakness of your online training strategy. This gives them the opportunity to voice their opinions and sum up what they have learned during their career. You may even wish to provide them with a skills or task sheet that highlights all of the online training they have received. Your exit online training should cover any additional information, as well, such as the retirement benefits they can expect, severance package details, and any other processes they may need to carry out after the fact, such a turning in their key cards. The key is to make them feel appreciated and respected, even though they are no longer active employees.
While many eLearning professionals carry out extensive audience research, more emphasis should be placed on employee stages. This is due to the fact that it ties in to virtually all of the other analysis criteria, such as their experience, knowledge level, and performance gaps.
Are you looking for ways to create more effective and engaging online training orientation courses for your employees? Read the article 8 Tips To Create A Successful Employee Online Training Orientation Program to discover 8 tips that can help you developing a winning onboarding online training strategy that gets your new employees excited about joining the team.
