It was with great enthusiasm that Mr. Michael (name changed ) a very close friend of joined a reputed organisation in the manufacturing sector. But it seems that the things were not as smooth as he quit the job immediately within three months.
But why? And I was curious too. He said that there was no formal induction process and he was still confused with his job role and responsibilities there The lack of a formal induction process in the organisation was evident from his words. If you feel that it’s just another organisational specific issue, you are wrong as statistics says that only 69% of employees are more likely to stay with a company for three years if they experience great employee onboarding or employee induction. In another perspective, it means that more than half of your new hires are thinking to leave your organization if you don’t have an engaging employee induction process.
‘That’s a sigh of relief as we have an Induction process and its a 3-day lengthy classroom induction ready to welcome the new hires’.
If you are from the HR team or part of a hiring process in the organisation, there are chances that you might agree to the above statement. But let me tell you that a classroom induction program lacks takers or adopters now. What was once seen as a popular learning strategy is now fast diminishing as a learning strategy. The increasing cost, lack of engagement and interactivity, difficulty to train the mobile workforce etc are some of the reasons. Hence, I recommend implementing e-induction at your organisation.
E-induction has proved its worth by helping many training managers in reducing the stress level by allowing the new employees in getting trained using the e-learning platform. E-learning ensures from the very beginning that every new employee is given the right information and are taught to do the right things in a right way.
Lets us now look at the key steps to commence e-induction at your organisation.
1.Having clear objectives or goals
What do you want the learners/new joiners to learn?
So the simple step is to start with what you want to include in your employee induction program and structure it properly. An e-induction program can include various content or learning topics. From the simple explanation of HR policies, the e-induction module can include many other topics like the job role and responsibilities etc. Before commencing e-induction, I recommend the organization to have a well-established plan on what all to include on the e-induction module with a proper structure defined in guiding the development process.
2.Make the e-induction simple
While developing the e-induction module make sure not to include complex and heavy topics on the first few chapters as it can disengage the learner. Instead, include some elements that can hook the attention of the learners. For example, use e-learning animations or other multimedia objects to hook the learners. I also recommend ensuring the quality of the learning content available to convert into e-induction.
3.Understand the learners
It is very important to know about the target audience, their level of knowledge, demographic details etc before implementing e-learning. Analyze the target audience to find the existing learning gaps and then decide how e-learning can fill the existing gap. For example, our production team had done a wonderful work on developing an e-learning induction module for a reputed client from the banking and investment sector. The target learners here comprises of the senior managers who have a minimum of 5 years of experience in the same industry. Hence, the e-induction module included only the advanced learning topics as the learners already have a strong foundation/knowledge on the basic topics.
4.No -one size fit for all approach
Remember that a one size fits for all approach is never a sustainable solution for learning anymore. While implementing e-induction, the organisation should be well aware of the learning gap that exists and should identify how e-learning can fill it.
For example, we recently developed an e-learning module for a leading organisation in the manufacturing industry where there are various departments and functions like production, finance, operations, and marketing etc. If we had chosen one size fits for all learning approach, the disengagement among the learners can be very high. As the marketing team doesn’t require to know in length about the production process and the production team is not required to go through the financial learning topics etc. Hence understanding the pain point is very essential in implementing the e-induction.
5.Checking whether the organization has enough budget for the E-Induction:
The organization should ensure that they have enough budget to convert their current induction training module to online induction or e-induction.
6. Ensuring all key elements are covered such as policies, work timings etc:
By converting the traditional classroom induction to e-induction, the organisation should ensure that they don’t miss out in including the necessary information. While chunking down of the learning content is appreciated, ensure that the relevant and must to know or need to know the information is not skipped.
7. Check the infrastructure
Before implementing e-induction,analyse the existing technology infrastructure at the organisation and and review if it can successfully implement e-induction modules. Also, ensure that there is appropriate technical support or IT team that is well equipped to handle the troubleshooting options
8. Decide how to measure the success and track the ROI
E-induction is an investment made by the organization aimed with a long term benefit or gaining a better ROI in the future. Hence, measuring the effectiveness of the e-induction and tracking the return on investment (ROI) is very important
Hence I recommend to define the metrics that can be used to determine and measure the ROI, learners progress etc. This can be both qualitative and quantitative.
These are the eight steps to commence e-induction in your organization, feel free to share your suggestions and recommendations below