How to improve?

Start as soon as workers are hired (pre-boarding)

Trainers should reach out to new workers and provide basic information about the individual’s first day.

Do NOT include too much at once

Some managers schedule back-to-back training sessions on a new hire’s first day. Instead, basic training, form completion and other onboarding should be staggered throughout a candidate’s first week or two.

Extend the process as long as necessary
Measure the program’s effectiveness

by doing face-to-face survey, HR could get more real opinion of new hires rather than perfunctory & careless feedback

New Hires Orientation

PRIOR TO THE FIRST DAY OF WORK

steps	task
1	Send a personal note of welcome
2	Prepare written job training schedule
3	Appoint experienced employee for training assistance
4	Arrange for first-day lunch
5	Identify access needs

FIRST DAY OF WORK

steps	task
1	Introduce
2	Review training schedule
3	Discuss department responsibilities and expectations
4	Dress code
5	Discuss job details/job description
6	Discuss work schedule（Lunch breaks & Department coverage needs）
7	Discuss absences: How and when to notify supervisor
8	Discuss timesheets/leave reports
9	Explain use of equipment
10	Assign initial work items

BY END OF FIRST WEEK

steps	task
1	Provide the employee with meaningful work
2	Collect employee’s questions/obstacles
3	Discuss job training schedule adjustments
4	Review organization chart; different department functions
5	Safety training
6	Discuss Performance Management Program process

BY END OF SECOND WEEK

steps	task
1	Brief review of all first-day and first-week discussion. Any questions?
2	Gather feedback about the orientation process
3	Introduce employee to key staff from other departments
3	Complete all required courses