Dear Workforce What's the Secret to Productive yet Cost-Effective Induction of New Employees for a Globally Dispersed Workforc
To minimize cost and maximize the effectiveness of the orientation I would suggest the following approach:
1. Identify orientation content that can be delivered via the Web or self-paced reading/learning.
2. Identify content that needs to be delivered in person (e.g., company history, values, specific requirements of the role, performance expectations and culture).
3. Train local line operators (not HR) on key components that need to be delivered in person. This has the added benefit of providing some line accountability and visibility during orientation, which new recruits will perceive as positive.
4. Leverage WebEx and other interactive online sessions to deliver information on day-to-day topics, such as benefits and submitting expense reports.
Monitor the overall effectiveness of the program by asking new hires for feedback immediately after the orientation program. Follow this with another round of employee questions about six months later, when they have been on the job for a while and can better assess the program's effectiveness.
SOURCE: Garrett Sheridan, Axiom Partners, Chicago, June 29, 2007
LEARN MORE: A previous Workforce Management article, "Running the Global Recruiting Machine," discusses the recruiting/onboarding practices of ClientLogic. Another view takes issue with the traditional orientation model used by many companies.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.