The traditional approach to onboarding involves conducting introductory trainings, distributing informational materials, and conducting an exam after the probationary period. To relieve managers and personnel officers, based on the available materials, you can create an electronic course:
the course is available at any time from anywhere in the world - this is especially convenient for companies that temporarily or permanently work remotely;
it is more profitable than inviting a trainer, especially if we are talking about a small or medium-sized enterprise that is not engaged in mass hiring;
it is possible to choose a non-standard format - from video and infographics to chatbots or interactive quests using AR / VR.
However, if the company has never developed e-learning courses, you should not start with an onboarding one.
Regardless of what level of employees you are developing a course for, there are several important factors to consider.
1. Break the program into onboarding and professional training
First, explain how the office works, who to contact if you forgot your password or spilled coffee on the keyboard, explain where you can go for lunch and where to store personal items. Only then talk about corporate values and teach how to work in Jira.
