Training And Development Professional Onboarding Checklist

Training And Development Professional Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Training And Development Professional 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 Human Resources onboarding experience or just need an onboarding checklist for your new Training And Development Professional, you’re in the right place. We’ve put together a sample Training And Development Professional onboarding checklist below and have created onboarding templates & resources to help.

Training And Development Professional Onboarding Checklist

1. Introduction to company culture and values: The task involves providing a comprehensive overview of the company’s culture, values, and mission. This helps the Training and Development Professional understand the organization’s core principles and align their work accordingly. Typically, this task is performed by the Human Resources department or a designated company representative.

2. Familiarization with company policies and procedures: It is crucial for the Training and Development Professional to understand the company’s policies and procedures to ensure compliance and consistency in their work. This task involves reviewing and discussing the employee handbook, code of conduct, and other relevant documents. The Human Resources department or a designated representative is responsible for providing this information.

3. Introduction to key stakeholders: To effectively carry out their role, the Training and Development Professional needs to establish relationships with key stakeholders within the organization. This task involves introducing the new hire to department heads, managers, and other individuals who will be involved in training initiatives. Typically, the Human Resources department or the hiring manager facilitates these introductions.

4. Review of existing training programs: The Training and Development Professional should familiarize themselves with any existing training programs within the company. This task involves reviewing training materials, curriculum, and assessments to gain an understanding of the current training landscape. The Human Resources department or the Training and Development team lead typically oversees this task.

5. Understanding the organization’s training needs: To effectively design and implement training programs, the Training and Development Professional must identify the organization’s training needs. This task involves conducting needs assessments, analyzing performance gaps, and gathering feedback from employees and managers. The Training and Development Professional, in collaboration with the Human Resources department, is responsible for this task.

6. Learning the company’s learning management system (LMS): Many organizations utilize a learning management system to deliver and track training initiatives. The Training and Development Professional should receive training on how to navigate and utilize the company’s LMS effectively. This task is typically performed by the IT department or a designated LMS administrator.

7. Understanding the company’s performance management system: The Training and Development Professional should familiarize themselves with the company’s performance management system to align training initiatives with performance goals. This task involves reviewing performance evaluation forms, understanding the performance review process, and identifying opportunities for training interventions. The Human Resources department or the Training and Development team lead typically provides guidance on this task.

8. Reviewing training budget and resources: The Training and Development Professional should gain an understanding of the company’s training budget and available resources. This task involves reviewing financial documents, discussing budget allocations, and identifying potential cost-saving measures. The Finance department or the Training and Development team lead typically provides guidance on this task.

9. Familiarization with training delivery methods: The Training and Development Professional should become familiar with various training delivery methods, such as instructor-led training, e-learning, virtual classrooms, and blended learning. This task involves reviewing training materials, attending training sessions, and exploring different delivery options. The Training and Development team lead or a designated trainer typically assists with this task.

10. Introduction to company-specific software and tools: Depending on the organization, there may be specific software or tools used for training and development purposes. The Training and Development Professional should receive training on these tools to effectively utilize them in their role. This task is typically performed by the IT department or a designated software trainer.

11. Understanding compliance and regulatory requirements: The Training and Development Professional should familiarize themselves with any compliance and regulatory requirements relevant to their role. This task involves reviewing industry-specific regulations, understanding training obligations, and ensuring training programs meet legal standards. The Human Resources department or a designated compliance officer typically provides guidance on this task.

12. Shadowing experienced trainers: To gain practical insights and learn from experienced professionals, the Training and Development Professional should have the opportunity to shadow and observe training sessions conducted by seasoned trainers. This task involves scheduling shadowing sessions and debriefing with the trainers afterward. The Training and Development team lead or a designated mentor typically facilitates this task.

13. Establishing relationships with subject matter experts: The Training and Development Professional should identify and establish relationships with subject matter experts (SMEs) within the organization. This task involves reaching out to SMEs, understanding their expertise, and collaborating with them to develop training content. The Training and Development team lead or the Human Resources department typically assists with this task.

14. Creating a training development plan: The Training and Development Professional should develop a comprehensive training development plan that outlines their goals, objectives, and strategies for the upcoming months. This task involves setting priorities, identifying training initiatives, and establishing timelines. The Training and Development team lead or the Human Resources department typically reviews and provides feedback on this plan.

15. Participating in team meetings and training sessions: To integrate into the Training and Development team and gain a deeper understanding of ongoing projects, the new hire should actively participate in team meetings and training sessions. This task involves attending regular team meetings, contributing ideas, and actively engaging in discussions. The Training and Development team lead typically facilitates this task.

16. Continuous professional development: The Training and Development Professional should engage in continuous professional development to stay updated with industry trends, best practices, and new training methodologies. This task involves attending conferences, workshops, webinars, and reading relevant publications. The Training and Development team lead or the Human Resources department typically encourages and supports this task.

17. Building relationships with employees: To understand the training needs of employees, the Training and Development Professional should build relationships and establish open lines of communication with them. This task involves conducting surveys, focus groups, and one-on-one meetings to gather feedback and understand their training requirements. The Training and Development Professional typically performs this task independently, with support from the Human Resources department.

18. Evaluating training effectiveness: The Training and Development Professional should regularly evaluate the effectiveness of training programs to ensure they meet the desired outcomes. This task involves collecting and analyzing training data, conducting post-training assessments, and gathering feedback from participants. The Training and Development Professional, in collaboration with the Human Resources department, is responsible for this task.

19. Developing training materials: The Training and Development Professional should develop training materials, including presentations, handouts, e-learning modules, and job aids. This task involves conducting research, organizing content, and designing visually appealing and engaging materials. The Training and Development Professional typically performs this task independently, with support from the Training and Development team lead or the Human Resources department.

20. Collaborating with external training providers: In some cases, the Training and Development Professional may need to collaborate with external training providers to deliver specialized training programs. This task involves identifying suitable providers, negotiating contracts, and coordinating logistics. The Training and Development team lead or the Human Resources department typically facilitates this task

Setting Up Your Employee Onboarding Process

From reading through the items in the example Training And Development Professional checklist above, you’ll now have an idea of how you can apply best practices to getting your new Training And Development Professional up to speed and working well in your Human Resources 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.