How to conduct a Welcome training, what information blocks to include in it, so that the adaptation course for beginners really turns out to be effective and informative - about this in the materials of the article.
From the article you will learn:
How to Conduct Welcome Training for New Employees
Welcome training is an introductory course for new employees. As part of the adaptation and introductory program for initial stage it is rational to conduct a kind of training that is not considered in the usual sense of the word.
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Forms of the Welcome-training:
classroom training refers to the classic version of introductory training. The advantages of conducting it for beginners lies in the presence of live communication with the old-timers of the organization, with employees who conduct training. This option allows you to get answers to your questions;
If management representatives take part in the program, newcomers will perceive it positively. In structural divisions in the absence of the opportunity to take part in the introductory training of the first persons, it is rational to prepare a video message to the participants of the general director or his deputy. Learn how to combine different forms of study and
The main part of the Welcome-training is carried out by an HR, selection and adaptation officer under the direct supervision of the head of the HR service. Marketers, technologists, and other specialists who are directly involved in the production process talk about the release of products, the provision of relevant services.
Block explaining personnel policy enterprises are conducted by specialists of the HR department, leading specialists of other departments or workshops. In order to gain greater trust of newcomers, it is worth telling the history of the development of the enterprise, the origins of traditions that have become unchanged.
The story about social policy is entrusted to the chairman of the trade union organization. The motivation of new employees is laid at the initial stage, then there is an introduction to traditions, corporate culture and behavior.
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company information. In this block, newcomers are introduced to the past, present and future of the enterprise. Employees must be familiarized with the history of creation, mission, strategic priorities and goals for the relevant period. It is rational to talk about the structure and key figures, about the main clients, partners, about the coverage of the main activities in the media mass media, corporate myths and success stories. Do not use presentations. Consistent narration will help to place accents in the story;
it is rational to dedicate the next block to a story about the products or services provided. AT general information include information about the relevant market segment, market positions and competitors. If a employees who have just been hired, in the future you will have to work with regular and new customers, the development of this block should not be treated formally. It is important to initially determine the amount of information provided and the depth of the presentation of such material;
tell about corporate culture and traditions in detail. Beginners are explained the principles, norms, main provisions adopted by the Corporate Code. Explain in detail the standards in the field of dress code and business etiquette, talk about ongoing events, congratulations, business etiquette rules and established unspoken traditions;
in the block on corporate policy in the field of personnel management, they convey information about the opportunities provided to employees in the field of professional growth, career development, systemic remuneration, and talk about working conditions. It is rational to conduct a tour of the departments, workshops or structural divisions, affiliates, to give newcomers the opportunity to communicate with those who have been working in the organization for many years and can show career development by example. If it is difficult to organize a tour, slides are prepared showing the full cycle of the production process;
on the final stage demonstrate a full-length film about the formation of the organization, product release, changes technological process, modernization of production. It may just be a collection of stories in a narrative style. It is rational to entrust the preparation of such a film to professional specialists.
Frequency and duration of Welcome-training
The duration of the Welcome training depends on the amount of information prepared and the size of the company. The program can last several hours or days. An adaptation course called "Welcome to the company!" may take up to five business days. It must be taken into account that one course of the adaptation program cannot take more than a few hours a day. Useful article: Put in front of employees . It develops better than training
Schedule classes for certain days of the week. The rest of the time, newcomers adapt to the workplace. At this time, it is rational to attach a mentor and a buddy to them, who will support new specialists at the very beginning of work and introduce them to everyday life.
Development and implementation of Velcom training for new employees
Velcom training for new employees is developed with the participation of managers, HR director, heads of workshops, departments, structural divisions.
If the development and implementation of the familiarization was successful, employees quickly join the team, the adaptation period passes much faster. In the absence of positive results, it is rational to review and correct the entire training program, taking into account the identified shortcomings.
Velcom training: an example
HR director of a large construction organization invites the founders of the company to conduct a Welcome-training. The co-founders tell how the organization appeared, what idea was fundamental when it was created. The owner of the business conducts a Velcom training for new employees in a narrative form and with examples. It is easy to remember firsthand how traditions and culture were born, what is the history of the creation and development of the company itself. Beginners then follow the values and remember what events contributed to and preceded the birth of traditions. Useful article: Will the coach answer with a ruble? How to put
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In addition to transferring new knowledge about the company and existing procedures to the newcomer during the period of adaptation, another goal of "Welcome! Training" is to form and increase the loyalty of new employees to the company. It is important to understand that "Welcome! Training" is not a training in the usual sense of the word, that is, it is not aimed at developing any skills.
It is necessary, taking into account the specifics of the company and its corporate culture, to decide on the form of the "Welcome! Training":
Audience training. This is a classic introductory course. The advantages of this form of training are real communication both with the employees conducting the training (which makes it possible to get answers to all questions of interest and get to know the old-timers of the company) and with newcomers from other departments (experience shows that people who come to the company at the same time often make friends and stick together).
E-course (e-learning). The use of this form of training is recommended if:
A. Employees of remote offices participate in the training. In this case, the course itself, to which employees of all departments have access, is prepared and periodically updated by the personnel service of the main office.
B. A lot of newcomers come to the company at the same time, which can be due to various reasons: the stage of active growth of the company, the processes of mergers and acquisitions, staff turnover. Currently, specialized providers offer services for the development of electronic versions of induction courses. The style of the developed programs is completely different: from strict (mainly for banking and financial institutions) to fun (when the training is designed as a game or cartoon).
Mixed option. Such training includes both classroom modules and elements e-learning. This format is becoming the most common, as it allows you to develop balanced programs, determining what part of the information can be studied by beginners on their own, and in which cases "live" communication is appropriate.
The duration of the "Welcome! Training" depends on the needs of the company, namely, on the amount of information that is planned to be conveyed to new employees. As a rule, the duration of the program is from two hours to two days.
The frequency of the "Welcome! Training" depends on how often and how many new employees come to the company. It can be both weekly and monthly programs. Conducting training on a specific day of the week at a strictly defined time, for example, on Friday from 12.00 to 16.00, is good because it allows line managers to remember what time new employee his divisions will be absent.
"Welcome! Training" may include a number of information blocks.
Information about the company. This block is designed to acquaint the participants of the training with the history of the organization, its present and future. Beginners will learn the following information about the company: history of creation; vision, mission; strategic priorities and goals for the current period; structure, key figures; corporate myths, success stories; main clients and partners; coverage of activities in the media.
One of the mistakes made is the use in the preparation of this block of presentations developed by the marketing and sales departments and focused on the company's customers. It is important to remember that customers are the external environment of the company and are part of another target audience, which directly affects the placement of accents.
Information about manufactured products / services provided. This block should contain the following information:
description of the market segment in which the company operates; the company's position in the market; main competitors; main characteristics of the product/service.
Even in the event that among the newcomers there are no sales department employees who will have to work with clients, it is recommended not to approach this block formally. Any employee, regardless of their position, will be interested to know specific things about how products are made or how customer services are performed, whether it is oil company, a player in the telecommunications or alcohol market. When preparing this block, it is important to determine the amount of information and the depth of the material.
Explanation of the principles of corporate culture. The content of this block, as a rule, explains the existing norms and provisions of the corporate culture and includes the following information: the main provisions of the company's Corporate Code; corporate events, congratulations, unspoken traditions, etc.; corporate standards in the field of dress code, business etiquette.
Corporate Policy in the field of personnel management. This block contains information about the opportunities provided to employees by the company in the following areas: professional development (learning opportunities that the company provides, how it works Training Center, library); career development (basic information on assessment procedures, examples career development working employees); remuneration policy (if it is unified); working conditions (payment procedure wages, the possibility of obtaining other benefits existing in the company); living conditions (where and when you can have lunch, get medical care service-related assistance vehicle etc.); relationship with the trade union.
Company tour. The following activities can be included in this block. Visiting the production, development department or other key departments. If it is not possible to organize an excursion to them, it is recommended to prepare slides or a short film about them. After that, you can visit some other departments - it is important for a beginner to show the work of all departments.
Watching a film about the company. The film may contain the following information: about the creation and development of the company; about the manufactured product / services provided; about corporate life (this block usually includes a video sequence with corporate events: holidays and sports tournaments).
The film is usually shown in the information block to which it belongs. It can be a classic narrative or animated film, or just a collection of stories. Film production is best done with the help of professionals.
Answers on questions.
It is recommended to start "Welcome! Training" with a greeting and an introductory word from one of the top managers. Depending on the size and structure of the company, these may be CEO, his deputies or the head of the HR service. The participation of a management representative in the program will be positively received by the participants and will enhance the status of the introductory course itself. Alternatively, you can prepare a video message from the head of the company to new employees.
Expert group "Personnel Management", Center for Human Resources Technologies, "MCFER" company
As soon as the HR director started talking to the head of the company about the adaptation of newcomers, he answered him: “People come to us as adults. We are not in a kindergarten to babysit them!” Meanwhile, turnover among employees on probation has steadily increased. Then the HR Director instructed his subordinates to conduct exit interviews with those leaving and find out for what reason they leave. The HR director told the CEO about the results, and he changed his point of view on adaptation.
Most importantly, he supported the idea of the HR department to develop a "Welcome training" for newcomers. The HR director told the manager that the main reason why good specialists leave the company before graduation probationary period, is the lack of information. No one tells newcomers what and how the company works, who its customers or consumers are, what norms of behavior are welcome and which are not, how to interact with the manager. Because of this, new employees got the feeling that no one was waiting for them in the company, that they were not really needed. The HR director remarked: “Yes, you don’t need to babysit new employees or meet them with bread and salt. Beginners want to understand what company they are in, how to behave. And the employer is obliged to provide such information.” That is why they create “Welcome-trainings”. Let's make a reservation right away that despite the name, this is not a classic training in the usual sense of the word, since it is not aimed at developing new professional skills. This is a set of events during which the employee receives information about the company. Information can be presented in completely different forms and genres.
Elena Melnikova– Head of Corporate Culture Development at Home Credit Bank
Simply broadcasting information about the company's strategy and values is not interesting.
Included and interactive blocks
Most often, this information is simply declared for granted. Therefore, it looks dry and boring. We have changed the concept of delivery and now we do it in the form of a game. We invite newcomers to become a steering committee for 15 minutes, build a work strategy and fill the company's values with meaning. Then the employees present their results and often their wording repeats our information, but this is already their wording! In addition, we invite employees from business, PR, and marketing departments to the trainings. They talk about their work in the first person. It turns out very bright and incendiary. In general, our entire training is structured in such a way that it looks like an individual virtual tour, which is conducted by an “expert” in the bank.
On the first day, outline formal communication rules, chain of command, and hierarchies
This is the first thing a newcomer wants to understand, and this is the first step in adapting to the position. Have an onboarding manager or other HR professional introduce the new employee organizational structure companies. Ask for a brief description of it, describe which divisions exist, how they are connected to each other, which leaders and what they supervise, who reports to whom.
But you are well aware that the position does not always correspond to the real status of the employee in the company. In every organization there can be non-authoritative leaders, and "gray cardinals", and "their own people". It is desirable that those who present the organizational structure of the company tactfully convey this information to new employees. This will help them better navigate the company, understand how and with whom they can behave.
To reinforce information about the structure of the company, include a simple Discovery maps game in the training
Its meaning is as follows: your subordinates depict the organizational structure of the company on a large paper, but some departments do not indicate and ask the employee to name them. All services must be drawn as rectangles. Sign the greater part - indicate the name of each unit. And leave some blank. Ask the employee to name which unit should be in the empty rectangle - guided by logic and paying attention to which units are next. Or ask to show the place that the employee will occupy in the organizational structure of the company. This involves new employees in the learning process, helps to remember information better.
Example
The personnel service of StroyComplex presented the structure of the company in the form of diagrams, and the newcomers to whom this diagram is presented are given cards with pictures. For example, a truck is drawn on one, money on the other, concrete blocks on the third. Employees are asked to identify which department the card belongs to (say, Logistics, or Accounting or Engineering) and attach the card to the diagram in the appropriate location, where that appropriate department is located. The game lasts 10–20 minutes, depending on the complexity of what is depicted on the paper and the number of participants.
Marina Kozyritskaya– Deputy General Director for Human Resources at CROC
We convinced the tops and the owner of the company to participate in "Welcome-trainings". It matters a lot
We managed to explain to management and key employees how important it is for them to speak to newcomers. After all, there are many young people among our new employees. For some, this is the first place of work, they need to adapt to the company and to work as such. For ten years now, top managers and the business owner have been participating in adaptation seminars. This creates the basis for the emergence of a strong team. New employees quickly and deeply absorb the principles of our work and culture, as in the first days they see key people and receive first-hand information. At the same time, personal contact is important: the smallest, but significant details that a new employee notes for himself at this meeting will help him quickly become part of the company.
Be sure to make a block about the mission of the company, the history of its creation, competitors and customers
It seems to be official and a formality. Nevertheless, such information forms a holistic image of the company in the eyes of the employee. And most importantly, it gives him an idea of why the company has developed these or those rules. For example, in the Frontex company, they arrange a spectacular presentation for newcomers about the "five-year plan" - the first five years of the company's existence and development.
Of course, the HR service alone will not be able to create such a block. Involve the heads of departments, the oldest employees who have been working in the organization from the first days of its existence, as well as the first persons of the company, in its development.
Example
The HR director of a manufacturing company was puzzling over how to make Welcome Training interesting for completely different categories of newcomers: workers, IT specialists, technologists, and marketing department employees. At a HR meeting, the HR director discussed several options with subordinates, listened to their suggestions, and settled on an idea that could bring everyone together: create and conduct a three-hour training session that tells the story of the company's development.
The leaders of the organization and the training manager, speaking to newcomers, began to focus on how the company grew from small business into a serious holding, what products it produces, what consumers value it for. In addition, new hires were informed about the company's plans, such as the intention to open a foreign subsidiary within the next five years. The training had a motivating effect on new employees. They left the meeting room, where the presentation of a block of information about the history and modern days of the company, was taking place, with wide-open burning eyes.
As part of the training, conduct a quiz on the history of the company
Of course, the quiz can be held after you have told new employees about the history of the creation and development of the company, given a brochure with dates and facts (it must be prepared in advance) or a disk with information, or a link to information on the intranet. After a day or two, gather all the newcomers in the meeting room and hold a face-to-face quiz. Ask them questions, and let the newbies answer. Start with the simplest and perhaps even humorous ones, such as: “What color are the doors at the entrance to the building?”, “How many floors does the company’s office occupy?”, “What is shown on the company logo?”. Then move on to more serious questions from the history of the company. For the correct answer - a small bonus or gift - a notebook with company symbols, a keychain, a cover for a driver's license or passport.
What is the format of the "Welcome-training"?
Here are four of the most common options.
Option 1: classroom training. Everything is held indoors (audience). These can be meetings with old-timers of the organization, and games, business simulations, when you need to suggest how to act in a particular situation.
Option 2: electronic course (e-learning). Suitable for when it is not possible to conduct training in person. The disadvantage of this method is that it is impossible Feedback, participants are passive listeners, they do not develop a sense of belonging.
Option 3: webinar. This form is good for companies with a distributed branch network. Webinar technology allows you to save the elements of a live contact.
Use storytelling! Let a bright historical fact tell the first person of the company
Invite business owners or the head of the company to a meeting with newcomers. When executives tell stories from the company's past at the Welcome Training, it brings them closer to employees and increases newcomers' confidence in the company. Stories are always more expressive, better remembered than the usual official text.
Example
The personnel department of a large construction organization always invites one of the five founding fathers to the "Welcome training". The co-founder tells how the company appeared in general, how the idea to create it was born. In particular, the business owner recalls his student years and how one day during the summer holidays a construction team was formed from the course he studied at the institute. He was engaged in the construction of a shopping and entertainment center.
It was the 1990s, when the socialist system collapsed, the era of business began. And one day a friend of the co-founder, sitting by the fire with a guitar, suddenly said with a grin: “Let's organize building cooperative and we will work for ourselves? Then everyone laughed at this proposal. However, later a friend began to insist on realizing the idea. And they took the risk. Over time, their cooperative has grown into a large company. The founder names the qualities that contributed to this: speed of decision-making, willingness to take appropriate risks, competence in one's business, the ability to look at the result through the eyes of a client. These qualities are the key corporate values of the company. And having heard the story first hand, beginners remember these values and try to follow them in their work.
A separate training block - acquaintance with the regulatory documents governing the work of an employee
An HR manager is also quite capable of familiarizing himself with these documents. Let him show the newcomers the local regulations, existing in the company, will ask you to familiarize yourself with them and sign, ask questions. An HR service specialist can also conduct a safety briefing, talk about the procedure for paying salaries and about the social package, about the mode of operation (what time does the working day start, what time does it end), about how sick leave and vacations are issued.
Be sure to tell us about the system of rewards and punishments operating in the company. It is very important! New employees should be aware of which faults they will be held accountable for, and for which results, on the contrary, they will receive material and non-material rewards.
How to show a new employee that they were waiting for him and evoke positive emotions in him
1. Compose a congratulation from colleagues on going to work, arrange it on a postcard and put it on your desktop.
2. Place an announcement on the company's internal website about the release of a new employee.
3. Give a chocolate bar with the company logo (on the wrapper or on the chocolate bar itself).
4. Put a corporate diary and a set of stationery on the desktop.
5. Send a congratulatory message to the employee's relatives that he has started a new job.
6. Issue a New Employee Reminder.
7. Provide Novice Kit: Latest Release corporate newspaper, job description, marketing materials (if any), a souvenir with company symbols.
Describe corporate standards and HR policy, career development opportunities
If the company has established requirements for a dress code, business etiquette rules have been introduced, be sure to explain them to newcomers. Even if the requirements appearance not rigid, certain liberties are allowed, all the same, employees should be aware of them. Some companies pay a lot of attention to how employees of different departments should communicate with each other, as well as with the heads of their departments and others, in what order they can contact the CEO.
Example
When Technostar tells new employees about the rules of conduct, they put special emphasis on the communication system. In particular, they denote two tools that are traditionally used in the company for communication: the corporate portal and Outlook mail. Employees can use these communication channels to contact any of their colleagues or supervisors. In addition, on corporate portal there is a "trick" - "Corporate Wikipedia Technostar". This is a platform of corporate intelligence: there are many professional terms and concepts, the meaning of which, as well as the method of application in practice, are described by the employees themselves. Moreover, one can start a page with a term, while others add information about it. In fact, people exchange experiences on professional issues.
Pay special attention to information about opportunities for developing professional and personal skills in the company, about career growth. Clearly describe in the presentation what and how you can study (at the expense of the company or on an equal footing), tell us about the programs developed by the company's training center or the Corporate University (if any). When describing career opportunities, be sure to clearly state under what conditions promotion is possible, what evaluation procedures are carried out in the company, and what results the employee must show in order to qualify for a promotion. Be sure to indicate which personal qualities an employee must have in order to advance career ladder what corporate rules and values to share.
Ask leaders to talk about their careers at the training. Show the CEO's video message
Try to convince the leaders different levels and top managers to come to the "Welcome-training". The participation of a management representative in it raises the status of the introductory course and is positively perceived by new employees. If one of the first persons of the company personally tells his story of success in the company, remembers how his first working day in the company went, then, firstly, this will greatly enliven the training, and secondly, it will cause more confidence among newcomers to that information that you give them. This means that the effectiveness of the training will increase.
Example
At EuroBusiness, the "Welcome-training" lasts four hours, of which top managers and HR specialists speak for the first three hours. They talk about the company, its products, business processes and the rules of interaction between departments. The last hour is devoted to questions and answers, as well as to informing newcomers about the general organizational working conditions, corporate culture and standards, and the personnel management policy in the company.
Of course, the CEO is not in a position to speak in person every time to those who have recently joined the ranks of the company's employees. Then record his appeal on video and demonstrate it during the training to beginners.
Tatyana Ivanov – Deputy Head of Human Resources Department, Pepeliaev Group
Regulations are poorly absorbed by ear. Include them in a printed Employee Handbook and post them on the company's internal website
Create a special section on the corporate website and put everything there internal provisions. Employees will be able to study them more thoughtfully. We do not have an influx of newcomers, so we conduct individual conversations with everyone and introduce them to the peculiarities of working in the company. In addition, on email newcomers, we send letters in which we welcome them and give links to the sources of the necessary information, to the contacts of colleagues. But our newcomers especially like the meeting with the managing partner of the company, Sergey PEPELYAEV. It takes the form of morning tea. The managing partner talks about the company, its traditions and achievements, goals and plans for the coming years, as well as about himself, his family, hobbies, and career. The same goes for new employees. This is how the manager and employees get to know each other.
O corporate standards and the life of the company, make a movie and show it to newcomers
The film will perfectly illustrate both the corporate culture of the company and its standards, and generally show how the company lives and in what rhythm, what its values are, what employees become successful and climb the career ladder. Be sure to include videos with corporate holidays and sports tournaments. Prepare interviews with executives and key employees companies. In these interviews, employees can talk about what gives them a job, how they feel about the company, how they became successful and realized themselves. If you have remote branches, you can also make reports from there. If you want, add a virtual tour of the company to the film - tell and show where everything is located in the office.
Example
Immediately after the meeting with new employees, the HR department of O! Well" invites them to watch corporate cartoons from the series "A Day in the Life of a Well Man". Each cartoon is a separate story about an employee. The stories tell how the employee's working day goes, what and with whom he talks, how he receives tasks from the manager, how it works and what results it comes in. For example, at a department meeting, an employee interrupts the manager and colleagues all the time, evaluates their proposals. interacting with supervisors and colleagues.
When the HR manager Alena N., after attending the next HR seminar, enthusiastically announced that the company lacks an event that would contribute to the adaptation of employees, she faced sincere bewilderment of the manager and heads of departments. “Why is this necessary, because we already normally meet newcomers”, “this is for large companies, with a large “turnover”, and once every two months someone comes to us”, “that’s just what we lacked”, - was heard in the answer is a dissatisfied murmur.
However, not wanting to undermine the initiative manager's innovative ideas, the management agreed to the experiment. With the condition that this innovation does not require material and time costs from them. A week later, the welcome event plan was developed, and a few months later it was “tested” on several newcomers. In their opinion, as well as in the opinion of curious old-timers who joined the “excursion”, the chosen format of the event turned out to be very successful.
“Of course, we cannot track long-term results yet. But preliminary analysis indicates that newcomers really quickly joined the team and adapted more effectively. It was possible to determine this due to the fact that for several years, after a month of work in the company, new employees filled out a questionnaire in which they indicated what difficulties they had to face in the process of adaptation, what information they lacked. Those who participated in the welcome training noted fewer such “blank spots,” said Alena N.
Between boredom and uselessness
Of course, at enterprises where the number of employees does not exceed several hundred, conduct two or three-day welcome trainings, as is sometimes done in large companies, inappropriate. On the other hand, reducing everything to a confused story of one of the immediate superiors or colleagues, who, having patted the newcomer on the shoulder, advises him to “look around” and “figure everything out himself” is also not the best option. That is why it is better to conduct acquaintance with the company according to a certain plan.
When developing a welcome training, experts advise to be guided by such principles as the practicality of the information provided, its usefulness and applicability. Sometimes it may be more important for an ordinary employee to find out in time where you can have lunch, and not some fact from the biography of the overseas president of the company, whom he is unlikely to ever see. A person should feel that he has been given a warm welcome. And from this it is necessary to proceed, developing the structure of the training.
Two extremes should also be avoided: on the one hand, excessive formality, pomposity and pomposity, on the other, familiarity. However, the first extreme is much more common. Does not in any way contribute to the idea of a warm welcome and appeared in recent times the tendency to test employees for assimilation of information from the training.
“At seminars devoted to the development of welcome training, I was often asked such questions - “how to check that newcomers have learned the information”, “how to test the results of the training”. I was always surprised by such zeal, and I asked to answer the question, “why?”. In response, something inarticulate was usually heard in the style of “well, well, they should know” ... Of course, such a schoolboy approach completely discredits the very idea of \u200b\u200btraining, which should emphasize that the company is glad to have a new employee, ”shared Liya Fafoltova, business manager trainer (Moscow).
piece product
To avoid formalism, the content of each information block, which traditionally includes a welcome training, should be carefully thought out.
For example, representatives of an employing company make a mistake when they include presentations designed for clients in a block that should contain information about the company. After all, in this way the employee is shown that they are ready to share with him only the external, “combed” and “smoothed” side of the company’s life. In addition, such presentations rarely please with a truly creative approach. It is also important not to “overload” the beginner with unnecessary information. After all, companies often sin by pouring a huge stream of information about the history of the company, legends about the founders, their welcoming speeches and other attributes of tedious and painful “obligations” onto the employee.
The amount of information in the block introducing the company's products or services should also be taken into account.
Talking about corporate culture and HR policy, you should not enthusiastically quote slogans from the corporate website or go into those details of the career growth of top managers that can hardly ever be useful to an ordinary accountant.
At the same time, the most valuable and important information for a beginner is the understanding of the rules. work schedule and interaction within the company, the nuances of working with the main information and communication systems.
Organizational moments
It is believed that welcome training should be conducted by a person who knows the organization well and is loyal to it. This allows not only answering questions that arise, but also better conveying the corporate spirit of the company.
In large companies, welcome-trainings are usually held once a month, and in small ones - as needed, sometimes - personally for each employee.
Most often, this function is taken over by the HR manager. However, a more effective option is to give the employee the opportunity to ask questions after he has read the information prepared specifically for new employees. (For information on how to write a guide for a beginner, see). “This approach makes it possible to clarify some points. Then employees feel that the company is interested in helping them get involved in common processes as quickly as possible. And it is important that the well-established welcome-training procedure allows employees of the personnel search department to take on some of the functions of line managers. At the same time, the adaptation of beginners does not take its course, because sometimes it happens that the immediate supervisor may simply not have time to talk about basic things. In turn, the new employee himself feels more independent, and this, of course, affects the efficiency and productivity of his work.
Our other experts agree with this opinion, confirming that the attention given to a newcomer will be rewarded a hundredfold, because it is in the first days of work that an employee needs support most of all.
How to present?
In order to introduce a new employee to colleagues, experts advise compiling information mail which would include:
- surname, name, patronymic of the new employee;
- job title;
- brief information - which university he graduated from, where he worked earlier and in what position;
- what functions will it perform;
- surname, name and patronymic of the immediate supervisor and subordinates;
- phone numbers, work e-mail.
Goals " Welcome ! Training":
- Formation and increase of loyalty of employees of the organization
- Transfer of new knowledge about the organization and the rules existing in it
It is important to understand that "Welcome! Training" is not a training in the usual sense of the word, as it is not aimed at developing any skills.
1. Company information
- Vision, mission
- History of creation
- Description of the market segment in which the company operates
- Company position in the market
- Main competitors
- Main clients and partners
- Victories and achievements
- Strategic priorities and goals for the current period
- Media coverage
2. Products and services
- Technology of the company (various functions and their interaction)
- Product/Service Description
- Assortment, assortment policy
- Competitive advantages of the product/service
- Successful projects
- Customer relationship building technology
- Logistics
3. Organization: structure and culture
- Structure, key figures
- The main provisions of the corporate code of the company
- Corporate events, congratulations, unspoken traditions, etc.
- Corporate standards in the field of dress code, business etiquette
4. Corporate policy in the field of personnel management
- Professional development: what training opportunities does the company provide, how does the training center, library work?
- Career development: basic information on assessment procedures, examples of career development for current employees
- Remuneration policy (in case it is unified)
- Working conditions: the procedure for paying wages, the possibility of obtaining other benefits existing in the company
- Living conditions: where and when you can have lunch, get medical care; assistance related to vehicle maintenance, etc.
- Relations with the trade union organization
5. Tour of the company
This block can include activities such as:
- Production visit
- Visit to the company museum
- Visiting the "Walk of Fame" (exposition of diplomas and awards of the company)
- Etc.
6. Watching a movie about the company
The movie may contain the following information:
- On the creation and process of becoming a company
- About the product / services provided
- About corporate life (this block usually includes a video sequence from corporate events: holidays and sports tournaments)
- Interviews with managers, key employees
- Reporting from remote branches
- Sightseeing tour of the company with a story about the activities of various departments
It can be a traditional narrative or animated film, or just a collection of stories. Film preparation is best done with the involvement of professionals.
At the end of the "Welcome! Training" the representatives of the company must answer the questions of the newcomers.
(based on the book by N. Volodina "Personnel Adaptation")