Training induction, onboarding and orientation. Use Training Inductions to Inspire. Training should begin with a process that connects learning to learners’ future fit.
Induction, Onboarding and Orientation
Welcome to this post about training induction processes! Let’s encourage active hands-on sessions where learners have to physically reconstruct the learning space and route. We want people to envision, identify possibilities for themselves and rewrite the SAQA qualification in words that connect with them.
Get Started with a great Training Induction Session
Training programmes typically begin with some sort of orientation programme. This is designed to familiarize participants with the goals, objectives, and requirements of the training, as well as with the organization they will be working with. This process is known as induction, onboarding, or orientation, and it can take many different forms.
What is Induction? Unpacking the terms
- Induction is the process of introducing new employees to an organization, its policies, culture, and processes.
- Onboarding refers to the process of integrating new employees into the organization, including training them for their specific role.
- Orientation is a general term that can refer to either induction or onboarding, or both.
Training Induction: Learning should be grounded in a Personal Vision
It’s best to learn when you acknowledge that it is linked to your future progress, a passion for a field, or a vision for something different to happen in your life.
The need to learn could be motivated by promotion, or about boosting your sense of self-worth, improving your job security, your ambition or because you’re being pressured! Whatever the reason, if you cannot shape an improved vision for yourself, why would you be motivated to learn?
Learning spaces are among the most positive spaces you could ever find yourself in.
A training program that taps into aspirational value and includes an induction process that compels action and fuels passion is one that drives measurable success.
Creating a Training Induction Programme
For participants, an orientation programme should be an engaging and informative experience that sets them up for success in the training programme. To achieve this, facilitators should ensure that learning is grounded in a personal vision that aligns with the goals of the training programme. This involves helping participants understand why they are participating in the programme, what they hope to achieve, and how it will benefit them.
Facilitators should also create a dynamic onboarding experience by incorporating a variety of activities and tools that cater to different learning styles. For example, visual learners may prefer videos and presentations, while auditory learners may prefer lectures and discussions. Kinesthetic learners may benefit from hands-on activities and role-playing exercises.
Additionally, facilitators should use assessments and feedback to gauge participants’ understanding and engagement, and adjust the programme accordingly. This helps ensure that participants are actively involved in the learning process, and that the training programme is meeting their needs and expectations.
Training Induction are an Essential Success Factor
Training participants often arrive with false expectations or fears. The induction can assist both the training organisation and learners with a mutual vision and understanding of success. It’s a great idea for trainers and learners to participate in a brainstorming session and create a vision for the program of study that everyone buys into and upholds.
It’s important to link learning to learners’ hopes and ambitions.
Training Induction: Motivation and Locus of Control
Create active hands-on sessions where learners have to physically reconstruct the learning space and route. We want people to write descriptive words, identify possibilities for themselves and rewrite the SAQA qualification in words that connect with them.
We talk about NQF scaffolding, about a qualification being structured like a stone wall and illustrate how the process of creating a post-it picture is the same as building positive interpersonal relationships.
Attempt to make abstract concepts tangible familiar realities to learners. Locus of control refers to how you perceive yourself in terms of being in control of your life. Are you an external locus of control person? It’s the world, other people who you blame for your struggles?
Or do you sometimes feel like a rebel, no matter what the world throws at you – you push on? You are in charge of your life, s### happens but that doesn’t hold you back for long. You have an internal locus of control. These are people who also typically don’t need a pat on the back when they have achieved. They derive self-satisfaction from their accomplishments and will probably buy you a drink at the bar to unpack what they discovered during the process as opposed to asking you what they think of them.
We want to cultivate an internal locus of control in a learning space.
Key to Learnership Training Orientation Programmes: What is My Purpose?
- I like to start with Purpose. Learner purpose, mutual purpose, the qualification purpose.
- We unpack structure – the qualification as a stone wall. Each stone is unique yet with similarities, and so too is each unit standard.
- Each induction will offer something ‘unique yet similar’ – as a training provider or employer, you need to understand this magic and tap into it.
Training Orientation Activities
- Learners Develop a Career Plan
- A fun but purposeful group activity
- What is a Unit Standard?
- What is Notional Time?
- Formative and Summative Assessment
- Learnership Portfolio of Evidence (POE) Structure
Training Induction, Onboarding and Orientation: Strategies for Successful Training Programmes
Starting a new job or embarking on a new training programme can be an exciting and challenging experience. To ensure that participants get off to the best possible start, it is crucial to have an effective onboarding and orientation programme. In this article, we will explore some strategies and best practices for designing and delivering successful training programmes.
Induction Programme Design
A well-designed induction programme sets the tone for the entire training experience. It should provide participants with a clear understanding of the organization, its culture, and values. Effective induction programmes also cover key policies and procedures, such as health and safety, HR policies, and company ethics. To make the induction programme more engaging and interactive, you could use activities such as team-building exercises, scavenger hunts, or trivia games.
Orientation Best Practices
Orientation is about helping participants to adjust to their new roles and the organization. An effective orientation programme should help participants to understand their roles and responsibilities, as well as the expectations of their supervisors and colleagues. Best practices for orientation include having a clear agenda, introducing participants to key team members, and providing opportunities for participants to ask questions and provide feedback. To make the orientation programme more engaging, you could use storytelling, role-playing, or case studies to illustrate key concepts.
Use HR’s understanding of motivation, people and change management to assist with the construction of an induction process. Too often companies leave the entire process up to an outside training company that often simplifies it to SETA standards, then regularly complains to you about learner performance.
Training Needs Assessment
Remember that every organization is unique, and there is no one-size-fits-all solution to designing and delivering effective training programmes. It is important to be creative and adapt your training programmes to the specific needs and culture of your organization.
One effective strategy is to involve participants in the design of the training programme. This can be done by asking for feedback and suggestions during the needs assessment phase or by having a focus group to discuss what participants would like to see in the training programme. By involving participants in the process, you can create a more tailored and engaging training programme that meets their specific needs and interests.
Another best practice is to provide ongoing support and resources to participants beyond the initial training programme. This could include access to additional training materials, mentorship programmes, or regular check-ins with supervisors to discuss progress and identify areas for improvement. By providing ongoing support, you can help participants to continue to grow and develop in their roles and contribute to the success of the organization.
Before designing any training programme, it is essential to conduct a training needs assessment. This involves identifying the knowledge, skills, and abilities that participants need to perform their jobs effectively. Conducting a needs assessment helps to ensure that the training programme is relevant, useful, and addresses the specific needs of participants. Examples of training needs assessment methods include surveys, interviews, and focus groups.
Facilitating Group Discussions
Group discussions are an effective way to encourage participation, engagement, and collaboration among participants. As a facilitator, you should be prepared to guide the discussion, ask probing questions, and encourage participants to share their thoughts and experiences. To make group discussions more effective, you could use icebreakers, open-ended questions, and small group activities.
Training Feedback Methods
Feedback is crucial for improving the training experience and ensuring that participants achieve their learning objectives. Feedback should be given throughout the training programme, and not just at the end. Examples of feedback methods include surveys, quizzes, and self-assessments. As a facilitator, you should also be prepared to provide feedback to participants, offering constructive criticism and suggestions for improvement.
Developing Training Materials
Training materials should be designed to meet the specific needs of participants and to achieve the learning objectives of the training programme. Effective training materials should be clear, concise, and engaging. Examples of training materials include PowerPoint presentations, handouts, and online resources. To make the training materials more effective, you could use images, videos, and interactive elements.
Measuring Training Effectiveness
Measuring the effectiveness of a training programme is essential for ensuring that it achieves its goals and objectives. Methods for measuring training effectiveness include pre-and post-training assessments, surveys, and observation. As a facilitator, you should also be prepared to analyze the data collected and make any necessary adjustments to the training programme.
An effective orientation programme should be grounded in a personal vision, cater to different learning styles, and incorporate assessments and feedback. By setting up a dynamic onboarding experience, facilitators can help participants feel engaged, supported, and motivated to succeed in the training programme.
In conclusion, effective onboarding and orientation, thorough needs assessment, engaging training materials, and feedback methods are all essential components of successful training programmes. By following best practices and being creative and adaptive, you can design and deliver training programmes that meet the specific needs of your organization and help participants to achieve their learning objectives.
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