How To Develop An Onboarding eLearning Package: The Basics

Onboarding eLearning Courses For New Hires
Summary: What is the best way to come up with an online training package for onboarding? Follow this quick guide.

Online Learning Modules For Onboarding

So, you are recruiting and your new staff members have been sent by an agent recruiter. Clearly, you have no time for hiring or screening so it goes without saying that orientation for you will be a nightmare. Not quite! Onboarding eLearning is your new best friend as far as handling new employees is concerned. Online Learning Management Systems offer platforms on which new employees can learn the company culture and follow the journey you have taken to where you are now. How do you know which onboarding eLearning course is good for your employees? The answer is simple: training should cover the following areas.

1. Inclusion

As they're new members of the organization, your onboarding eLearning course should make employees find their spot immediately. You can use your onboarding eLearning platform as a file where existing employees record short welcome messages. The idea is to give your new recruit a sense of belonging and acceptance.

2. Core Values

What is it that causes your workforce to maintain a positive attitude and in turn make them loyal to you? An onboarding eLearning platform needs to sell your brand to the employees so strongly that they want to identify with it. Let employees who have grown through the ranks tell their story, and record customers appreciating the brand as case studies in the course.

3. Conduct

Does your onboarding eLearning course have a segment on what behaviors are considered acceptable? It should. As much as possible, this code of conduct should be mirrored in their day-to-day duties. Simulations and role-plays are great ways to illustrate expected behavior. The animations will be fun and easy to remember.

4. Support

By using actual scenarios that might occur during work, employees will get adequate support for the challenges they confront. Onboarding eLearning courses should be tailored to different roles and grades so that learners find relevance in taking them. Support in the form of strategies will be well received and relevant for a specific role.

When you get down to developing online learning modules, you are essentially putting together study materials that are all related to a certain topic or subject. An online eLearning module forms the building block of any course without which the intended skills will not be imparted. A learning module contains objectives, ways to use the course material, learning materials, study exercises, and course assessments.

What Then Is The Best Way To Come Up With A Working Onboarding Solution?

  1. Lay out outcomes. What is it that employees who take the course will be able to do at the end of their study? Thinking in this line will help you conceptualize the course as a measurable commodity. For example, 3 months after the completion of the front of the house online learning modules, I want my clinic’s reception staff to get a least 30% more positive reviews based on patient satisfaction surveys.
  2. Create assessment tasks. You need to gauge the trainees' ability to understand and apply the knowledge acquired. Low stake assessments that allow trainees to monitor self-progress should be included.
  3. Create original learning materials/activities. Guide your new employees through existing training materials. Draw information from various sources, then summarize it in a single article.
  4. Give your trainees study instructions. Connect the course to other training programs to create an online learning path.
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The modern HR professional is an expert in employment issues but they must also stay abreast of best practices. Some of the general topics that employees learn in onboarding courses, like fire safety, first response, and cultural awareness, are directly applicable to other positions within an organization. That is why once you have created one training package, its content can be easily altered to accommodate other members within a company.

All in all, corporate training courses should be designed in ways in which employees or outsource professionals can gain massive hills of knowledge over a long period of time. Unlike structured courses that occupy your time for weeks or months, bite-sized onboarding modules will train specialists on various aspects of their work.

Are you still wondering why everybody is rushing to take these short courses? They are cost-effective, and when you consider the time demanded for a traditional course, also quite accommodating.