Speaker 1: In this video, we're going to explain everything you need to know about corporate onboarding and how it can boost your company culture. Hi, I'm Ann Blum, Senior Instructional Designer at Roundtable Learning. A high-impact onboarding program is important for creating a great impression on your new hires. At Roundtable, we're here to give you the information and resources you need to build an engaging onboarding program. Today, I'll be discussing why onboarding is important and the four phases that every program should have. Onboarding is the process by which a new hire is introduced to an organization and their role within it. Onboarding is one of the most important things that a training organization does because it's the new hire's first impression of their new organization. When done well, it can affirm their decision to join the company and set them up for success in their role. The first phase of any onboarding process is orientation. It's during this initial phase that employees learn about the company itself. While it's different in every organization, typical components include a senior leader welcome, review and discussion of the handbook, information about the organization's culture and history, as well as information about their values and how they incorporate diversity and inclusion. One of the challenges with this phase of training is creating an awesome experience in a scalable way. One solution is to use immersive technology. For example, you could use augmented reality and have employees scan posters using their phones. They could learn more about the culture or the history or even how things are done in distant locations within the organization. The second stage of the onboarding process is role-specific training. In this stage, the new hire learns more about the skills and processes that make up the day-to-day work associated with their role. While there's obviously great variation in this phase of the training, it typically involves the information that an employee needs to be successful. For example, the specific skills, details about the steps and processes, safety training, if there are any compliance information that's required, as well as how their work will be assessed. VR can be used to keep this kind of training engaging and interactive. For example, a new employee can learn how to use a piece of equipment safely and effectively using 360 VR. Full VR can also be a great way to simulate hazardous environments. Employees are more likely to respond well in an emergency if they've actually practiced the skills and steps necessary in a VR environment. The third phase of onboarding is transition. In this phase, an employee transitions from their role as a new hire to being a fully productive employee. Depending on the structure of the organization, this transition phase usually takes place somewhere between 60 and 120 days. Unlike the first two phases, this phase focuses on the managers and making sure that they have the skills they need to support their teams. Using a blended approach, managers can learn key pillars of leadership like coaching and then practice with an immersive VR experience. The final phase of onboarding is ongoing development. It involves crafting a long-term plan for continued career and personal growth. Once an employee is comfortable in their role, the focus shifts to what they need for their long-term success in the organization. Frequently, this begins with a competency assessment and then perhaps an individual development plan so that they can target the technical and leadership skills they need to develop. Thanks for watching this video. Be sure to check out our article called How to Build a Powerful Onboarding Program with Extended Reality. The link is in the description below. As always, leave a like if you like this video, comment if you have any questions, and subscribe to the Training and Development Channel for more videos on all things Learning Solutions.