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How To Develop An Onboarding Course of Timeline For L&D Groups

Setting A Reasonable Timeline For Your Onboarding Course of

Everybody talks about budgets and objectives, however one of the essential points of the onboarding course of is time. How lengthy will it take your L&D staff to develop and deploy content material, in addition to observe worker efficiency? This schedule should additionally account for front-end customers. Will they want per week to acclimate to the coaching platform and full fundamental certifications? Your onboarding course of timeline impacts each different L&D endeavor. For instance, longer time home windows translate into extra payroll hours and extra sources. Beneath are some prime ideas that will help you develop a sensible new rent coaching timeline in your staff.

Prime Ideas To Set An Onboarding Course of Timeline

1. Get Suggestions From The Crew

Except you’re concerned in each job, it’s essential get enter out of your staff to create an correct onboarding course of timeline. They’ll inform you how lengthy every part of the challenge would require (estimate) and which sources they should full their assignments. This additionally permits them to make clear outsourcing objectives and deliverables. For instance, they could not be capable of tackle additional work. On this case, you must broaden the outsourcing scope to incorporate actions the customized content material supplier should deal with.

2. Reevaluate Goals And Outcomes

A few of your present goals could also be irrelevant, whereas others should be added to the onboarding coaching curriculum. Revaluate your technique to make sure the outcomes are nonetheless the identical and regulate based mostly on new insurance policies, protocols, and so forth. This protects you the trouble of getting to change your worker onboarding course of timeline in the midst of improvement or implementation. You additionally streamline your L&D finances by prioritizing your coaching wants. You may be capable of maintain off on sure coaching matters and concentrate on those who instantly influence your revenue margin.

3. Map Out The Steps

Define all of the steps concerned after which break them down into time blocks. You’ll be able to even go additional by dissecting every part of the challenge into particular person elements. For instance, your L&D staff should create a COI compliance module. Or develop a storyboard to get a visible roadmap of your entire course of. This itemized timeline ought to embody all the pieces from TNA to post-launch follow-up. Like analyzing person information and evaluation outcomes. The extra detailed the steps, the higher. Because it permits you to estimate each sub-step of the method and which instruments/staff members are required.

4. Determine Potential Delays

There’s at all times going to be a threat of challenge delays. The key is to establish them so that you simply plan forward and keep away from prolonged delays. In fact, you’ll be able to see into the long run and level out each hiccup. However you may get suggestions out of your L&D staff to reveal imminent threats to your worker onboarding timeline. It’s inconceivable to foretell each threat, so follow reasonable delays which might be preventable. For example, your staff wants a couple of days to get used to the brand new LMS or authoring instrument. As a substitute of forcing them to grasp the options in two days, give them a strong week to acclimate. Then create a backup technique for probably the most believable obstacles. This could embody backend improvement delays, in addition to those who plague your front-end implementation.

5. Schedule Frequent Progress Checks

Schedule common catch-up conferences the place you’ll be able to gauge staff progress and/or reevaluate your onboarding course of as an entire. Possibly you’ll chat along with your L&D staffers as soon as per week to ask in the event that they want extra sources or to change the present timeline. You can too do the identical for trainees. Test in with them periodically to get their suggestions. Is the worker onboarding program addressing all their gaps? Do it’s essential embody extra JIT help? Is the LMS simple for them to make use of? An onboarding course of timeline ought to be adaptable based mostly on rising gaps and coaching challenges.

6. Issue In Outsourcing Duties

Your worker onboarding timeline should additionally embody outsourcing assignments. Duties that the eLearning content material supplier will maintain autonomously. How lengthy must you put aside for each stage? Are there milestones it’s essential take into account, and are they versatile or set in stone? Is your timeline reasonable, contemplating their present workload? They could be engaged on different tasks in the mean time and wish an additional 2 weeks to wrap up your first job. On this case, it’s essential discover one other supplier if you happen to’re in a time crunch or regulate your schedule based mostly on their availability.

7. Sync The Groups

If you’re outsourcing a few of your worker onboarding coaching, it’s a good suggestion to confirm that everybody’s in sync. Particularly, their staff and your L&D division. Is everybody conscious of their roles? Do they know which duties come earlier than and after theirs within the onboarding course of? What occurs if an project is delayed, which impacts the outsourcing accomplice’s workflow? And vice versa? The phrases ought to be in writing nevertheless it’s additionally useful to host a joint assembly. Simply so everybody’s on the identical web page and understands the communication and collaboration tips.


Keep in mind that your worker onboarding timeline ought to be versatile however not haphazard. Consider the dangers concerned so that you’ve a backup plan and host recap conferences to guage staff progress. Go away some room within the schedule for sudden delays however have measures in place to stop them. There must also be a PM to supervise the challenge and maintain everybody on observe. For instance, attain out to staff members who might have extra sources or regulate milestones in the event that they run right into a snag.

For those who’re taking the outsourcing route, hiring the fitting eLearning content material supplier is your #1 precedence. You want an organization that works inside your finances and helps you stretch out there belongings. Use our Prime Content material Suppliers For Worker Onboarding listing to search out the perfect bespoke eLearning professional in your challenge.

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