Forbes found that an employee’s average tenure in an organization is only a year and a half. In addition, SHRM found that nearly one-third of new employees quit in the first six months. One possible way to integrate the new hire immediately and effectively into the organization is through a comprehensive and engaging on-boarding process.
Your on-boarding and orientation process introduces the company’s strategy, culture, brand, vision, and mission. It makes new employees feel welcome, encourages collaboration and team building, and increases employee engagement, while also providing important brand inputs and job-related information.
A blended learning program is a combination of e-learning and traditional learning. It is typically more engaging, as it offers more media options – in-person games, seminars, videos, online games, gamification, and more – and can therefore be adapted to suit all kinds of learners (visual, auditory, kinesthetic).
Unlike instructor-led learning, it is easy to schedule asynchronous formats like e-learning and blended learning based on availability. It is also easier to measure results of e-learning. On the other hand, traditional learning does provide more of a personal touch. A blended learning program can be easier to implement than a pure e-learning approach, and more flexible than pure in-person training.
Specifically when it comes to on-boarding and orientation, the advantages of blended learning are amplified. Face-to-face training and icebreakers are necessary to personalize the experience and to make new team members more comfortable. At the same time, online training needs to be implemented to save time and offer flexibility – for mentors and new employees alike.
When done right, blended learning brings together the best of both worlds – the flexibility of e-learning and the personal touch of in-person training. Reach out to our team of experts to discuss how to create instructional design for your blended learning program for on-boarding.
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