The Outreach & Pre-Employment Stage

The pre-employment stage covers the duration, before a professional join your company. Here, the corporate training sessions need to educate prospective candidates about the 3 R’s -- roles, responsibilities, and risks. Job descriptions, practical task previews, and online simulations can form a part of your learning modules. eLearning plays a vital role in this stage since virtual sessions do not require candidates to visit the office physically. In terms of resources, you can take the help of organizational experts and stakeholders to share their knowledge and expertise in guiding the candidates.

The Recruitment Stage

Once you have shortlisted a suitable candidate to form a part of your workforce, you need your recruitment team set up with knowledge, regarding your organization’s goals - vision, mission & work culture. The training process for the recruitment team must be more targeted and elaborate. You may start by creating interview questionnaires, focused on assessing applicant’s skills and behavioural traits. The job descriptions need to be specific concentrating on the position’s individual experience requirements & relevant competencies. When the recruitment process is transparent, the recruits’ expectation from the organization is appropriately set.

The Onboarding Stage

Following the recruitment drive, the next stage of the employee lifecycle is onboarding. And when you onboard an employee, you cannot rely on orientation alone.

You should begin by first designing a comprehensive, formal induction training framework. You should embed training sessions with tools that allow frequent evaluation of the learner’s progress. Designers must ensure that knowledge dissemination during the online onboarding process is consistent. Also, remember to give employees enough flexibility so that they can easily communicate with the management and vice versa.

The Performance Management Stage

Following a successful onboarding process, you cannot assume that your employees have learned everything. Your workforce needs evolve with the market with the option to learn, develop, and grow throughout their stay in your company.

In this stage, you can set up training modules, complete with performance goals, evaluations, and assessments.Think of programs that gauge the potential of high-performing employees. Other types of programs you can include are rotational assignments, process training, product training, special projects, leadership sessions, mentoring training modules, networking, succession planning, and setting up career paths. Accompany these programs with rewards & recognition to keep the employee morale high.

The Training and Development Stage

Conventional training and development programs will always remain an essential part of the whole hire to retire cycle. It demands continuous update of your knowledge base, which can fast becomes obsolete with the changing market scenarios.

At this stage, you can take the help of virtual eLearning platforms that enable the delivery of online training sessions -- anywhere, anytime -- minus the expenses involved in offline classrooms, employee time, & trainer recruitment. eLearning additionally ensures consistent delivery of high-quality content, learning at one’s own pace and place.

The Offboarding Stage

You might be surprised to learn that even the offboarding stage demands its share of knowledge dissemination. For instance, when an employee retires, resigns, or is asked to leave, she can go through an exit interview & evaluation. Now, when an experienced employee departs your organization, you must ask him/her to store, share, and distribute their knowledge, skills, & behaviours. For this purpose, you must have the required tools in place. Otherwise, you lose out on years of accumulated organizational knowledge -- which can be made available to recruits.