Tips to Use an LMS in Onboarding Process

57

Onboarding process can be a formidable process. It is also essential to get it accurate. One wrong step could end up losing the top-talent setting you back in the hiring process. But, there is good news. Your LMS can be a valuable tool for helping in streamlining the onboarding process. With learnupon LMS make the onboarding experience less challenging. Although, it is not as easy as it sounds. It will not happen just by filling up a few pieces of information. There is more to it which you should know.

Are you following a process?

The foremost thing to consider is the onboarding process. Do you have a process? Well it may seem strange, but half of the organization’s don’t have any specific process for onboarding new talent. They are hired and put out in the position where they are expected to grow on their own. This is the reason when one two out of every five new hires leaves the place even before completing a year. 

Without a proper onboarding process, your new candidates are not going to stick long with the organization. They are going to feel vulnerable, frustrated, and disinterested. If you aim to build a successful company, you need to follow your process. 

What to scale with your LMS?

Using your learning management system in the onboarding process is important, and among the most crucial things is to utilize it for scaling. What do you need to measure and manage? There are various essential things, which includes employee retention across the company, funds for the onboarding process, proper training and learning, training new employees, and much more. Once you have made LMS a part of your onboarding process, you need to take several further steps.

  • Get started early

Ideally, you will familiarize potential new joinees with the LMS before starting to settle. Best thing to do is create a starter pack of information. The virtual package will contain information related to insurance and other employee benefits, that all new employees will be required to go through. 

  • Chart a module

The new candidate needs to complete a collection of courses in the LMS at the beginning. These introductory lessons will contain company specific details including policy, structure, achievements, mission, vision, and important milestones. This is a phase as an introduction to each other. This helps in evaluating whether the course’s important information is retained by new candidates. 

  • Identify skill gaps

Take the chance now to identify skills gaps with the new employee. It is not uncommon for new candidates to lack a few skills that company values. Rather than considering it as a drawback, take this as an opportunity to develop those professional skills by providing training and learning programs. This will increase their longevity and loyalty towards your organization. Identifying the areas where they need support and help improving them, will make them more confident and accountable on what they will be doing in the future.  

Are they ready? 

Once new employees are finished with a certain level of training program, it is the time to give them a task to complete it individually. Create an evaluation based on responsibilities and role of an employee, with extra questions with the context of work ethics and standards. Evaluate how the fare, if they are up to the mark it states that they are ready to step into the main job. If not, then you use the LMS to identify the areas they need extra training.

Conclusion:

It is your responsibility to help the new employees to give the training and communicate your company standards. With the right use of your LMS you can achieve those goals. Your LMS can make sure that new employees have access to the important information and even help you in tracking their progress.

The Mazatlan Post