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Picture of Valerie Dixon

Valerie Dixon

Valerie Dixon, President of Learnware Design Inc., is a leading expert in the field of Training and Development. Valerie has over 40 years of experience in all aspects of performance needs analysis, learning strategy development and learning design for all types of media, in both the private and public sectors. www.learnwaredesign.com
Picture of Valerie Dixon

Valerie Dixon

Valerie Dixon, President of Learnware Design Inc., is a leading expert in the field of Training and Development. Valerie has over 40 years of experience in all aspects of performance needs analysis, learning strategy development and learning design for all types of media, in both the private and public sectors. www.learnwaredesign.com
Online Onboarding

Why Online Onboarding Is Better For Your Employees

Let’s assume it is Monday morning where you work. Is it fairly safe to assume that you have a group of new employees sitting in a classroom being oriented to your organization?  Is your organization still running classroom-based orientation sessions? I’m not saying you should immediately abandon all classroom-based orientation sessions. However, it’s time to consider whether or not you’re in a rut of doing orientation the same way.  For sure, you need to get new employees to sign forms, but even that can be done online before or on their first day. The challenge with classroom-based orientation is that new

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Onboarding: First Impressions Count

Let’s start with the assumption that your organization wants to attract and keep top talent. Did you know that orientation and onboarding actually starts from the first contact you have with your potential new employees? They start learning about your organization when they first read the job advertisement, browse your organization’s website, and talk to whoever conducts the screening calls and sets up the interviews. You’ve already made a positive or negative impression on the potential recruit. They’ve gathered critical information about your organization’s branding, organizational structure, products and services, position in the marketplace, and key executives. First Impressions – Setting

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Time To Proficiency: Orientation And Onboarding

How long does it take your new employees to become proficient at their jobs? How proficient do you need them to be? By when? Even if you hire top talent who you think have the necessary job knowledge and skills, they will still experience a learning curve because of the unique requirements of their new job and your organization. There’s a learning process all new employees need to go through to achieve the required level of job proficiency. What Is Proficiency? Proficiency is the quality of having great facility and competence. Every job requires that certain job competencies be demonstrated to

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New Job creative sign with clouds as the background

Getting New Employees Up To Speed

How fast is fast? How important is that your organization’s new employees become competent as quickly as possible? A client once asked me to figure out how long it would take for a group of new employees, recently hired for a call centre, to become competent. My first question was, ‘How competent do you want them to be?”  My second question was, “By when?” Is it even realistic to expect 100% competence within a very limited amount of time? For example, your existing employees are probably operating at a 70% competence level when it comes to computer software. They don’t know

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