Saddle Maker Onboarding Checklist

Saddle Maker Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Saddle Maker starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Craftsmanship onboarding experience or just need an onboarding checklist for your new Saddle Maker, you’re in the right place. We’ve put together a sample Saddle Maker onboarding checklist below and have created onboarding templates & resources to help.

Saddle Maker Onboarding Checklist

1. Introduction to the company: The new saddle maker should be given a comprehensive introduction to the company, including its history, mission, values, and organizational structure. This task is typically performed by the HR department or a designated company representative.

2. Familiarization with the workshop: The new saddle maker should be given a tour of the workshop, including an overview of the different workstations, tools, and equipment used in saddle making. This task is usually performed by a senior saddle maker or a workshop supervisor.

3. Safety training: It is crucial for the new saddle maker to receive thorough safety training to ensure their well-being and that of their colleagues. This training should cover the proper use of tools, handling of materials, and adherence to safety protocols. The workshop supervisor or a designated safety officer typically performs this task.

4. Introduction to materials and suppliers: The new saddle maker should be introduced to the various materials used in saddle making, such as leather, hardware, and padding. They should also be provided with information about the company’s preferred suppliers and how to order materials. This task is usually performed by the workshop supervisor or a designated materials manager.

5. Shadowing experienced saddle makers: To gain practical knowledge and learn the company’s specific techniques and processes, the new saddle maker should spend time shadowing experienced saddle makers. This task is typically coordinated by the workshop supervisor, who assigns the new saddle maker to work alongside different craftsmen.

6. Training on saddle making techniques: The new saddle maker should receive training on the specific techniques used by the company, such as pattern making, cutting leather, stitching, and assembly. This training is usually conducted by experienced saddle makers or trainers within the company.

7. Introduction to quality standards: The new saddle maker should be familiarized with the company’s quality standards and expectations for the finished products. This includes understanding the criteria for inspecting and approving completed saddles. The workshop supervisor or a designated quality control manager typically performs this task.

8. Learning about customization options: If the company offers customization options for their saddles, the new saddle maker should be educated on the available choices, such as different seat sizes, tree styles, and decorative elements. This task is usually performed by the sales or marketing team, who provide the necessary information and samples.

9. Understanding customer preferences: The new saddle maker should be introduced to the company’s typical customer base and their preferences. This includes learning about different riding disciplines, horse breeds, and rider requirements. The sales or customer service team typically provides this information.

10. Introduction to maintenance and repair processes: The new saddle maker should be trained on the company’s maintenance and repair processes, including how to assess and fix common issues with saddles. This task is usually performed by experienced saddle makers or a designated repair specialist.

11. Familiarization with company policies and procedures: The new saddle maker should be provided with an overview of the company’s policies and procedures, including those related to attendance, leave, workplace conduct, and any specific guidelines for saddle makers. The HR department or a designated company representative typically performs this task.

12. Introduction to company software and systems: If the company utilizes specific software or systems for order management, inventory tracking, or other purposes, the new saddle maker should receive training on how to use these tools effectively. This task is usually performed by the IT department or a designated software trainer.

13. Mentoring and ongoing support: To ensure a smooth transition and continuous growth, the new saddle maker should be assigned a mentor or a designated point of contact who can provide guidance, answer questions, and offer ongoing support. This task is typically coordinated by the workshop supervisor or HR department

Setting Up Your Employee Onboarding Process

From reading through the items in the example Saddle Maker checklist above, you’ll now have an idea of how you can apply best practices to getting your new Saddle Maker up to speed and working well in your Craftsmanship team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.