Onboarding, or the introduction of new employees into the business, is one of the most important factors that affect the productivity of employees, the time they will spend working in the company, as well as their embedding in the values and culture of the organization. It is important to form and communicate our expectations clearly from the very beginning and to set up a structured transfer of knowledge.

Having the right people in the right place is a key factor for the productivity and success of any company. In order to achieve full productivity as soon as possible, we need a well-prepared and complete process that includes everything from the selection of candidates, preparation for the first working day, adequate and gradual knowledge transfer, manager support to interviews and final assessment of whether a person has met the probationary period.

Upon completion of the training, participants will be able to:

– identify key steps in the onboarding of new employees;
- design and create an onboarding plan for an individual employee, in accordance with the business needs of the department or company
- plan an orientation day or an onboarding program, depending on the size and need of the company
– connect onboarding processes with further employee development
– identify additional programmes and tools for the success of onboarding;

Training or upskilling is a process of long-term investment in increasing knowledge, skills and competences that help employees to progress in their careers and remain competitive internally in the company, but also in the labour market in view of rapid changes in job requirements. The process deals with identifying the skills needed to succeed in each role, analyzing the skills gap at individual, departmental and organizational level. In the end, it gives the opportunity to find talents more easily and to create a strategy for the long-term development of people.

Upon completion of this module, participants will be able to:

– define upskilling process
– define competencies that are essential for different jobs in the company;
– use skills assessment techniques
– analyse skills gaps and design the next steps;
– devise a simple employee learning and development model;