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Hi Rebecca!

My company is going through an adjustment to our orientation practices. We currently run 2 days of classroom training (HR policies, company history, safety, quality, etc.) then 2 days of technical training. From there the new hires go to their processes in their manufacturing areas.

@Rebecca Peddicord, You are where we were eight years ago. When I was first brought on board orientation was one day, half day of HR policy (some of which had already been covered in eLearning courses during the hiring process) and half a day on Basic Safety. Both of which were ineffective and disengaging.

Our current onboarding is two weeks. The first week is four days of classroom (covering the OSHA compliance training) and tool lab (how to use the hand tools the Associate will encounter on the floor), and the second week is all hands on in the lab putting into practice how to read the drawings, how to use the tools, and additional specific task training based on where the Associate will be placed on the floor (electrical, welding, hydraulic).

The Associate remains under the supervision of an experienced co-worker for an additional once the get tot he floor and additional training is provided based on that assessment. Our direct hire Associates and our Contingency hires all go through the same exact training.

If I can be of any further help feel free to give me a shout.

Hi
I am in financial services. We have had a variety of lengths and experiences for orientation over my tenure here. 

Where we are today is that orientation (not onboarding) is lasting 2 days.  Day 1 is the official welcome, HR policies and benefits, core purpose and values, IT Tech set up, lunch, and meeting with some leaders within the org. Day 2, half day, is, for folks that require, navigation learning on our core banking system. This is almost everyone. Those who do not need this specific training, are not required to attend this piece. The other half day is for meeting our senior team, understanding our culture and strategy, answering questions, etc. This half day is done once a month and includes any new hire who hasn't been to ensure that we have a good group for our senior leaders. (It can be a little intimidating to be the only new hire with 6 Chiefs ;)). 

Onboarding plans lasting 90 days are put together for every new hire and internal transfer ahead of the individual beginning their role. This ensures that all employees are offered the opportunity to succeed. The onboarding plan includes, 1:1 scheduling, job role review, goal setting, compliance/security learning, additional technology learning, any OTJ learning checklists and programs, feedback...

Orientation at my company is one day, but that is a company-wide orientation for new hires in any position. We then have postion-based required training for each position to learn the skills needed for their role. This works out well for us, because it allows the one day orientation to truly be about learning the organization, and then they focus on technical training and skills in the position-based training classes.

In our one day, we cover the following big buckets:

• Company history
• Company objectives and yearly goals
• Mission, Vision, Values
• Career growth paths and training opportunities
• Technology platforms
• Team member handbook and dress code

We make this day as fun and hands-on as possible! After learning the history, we do a team trivia game. After learning the MVV, we play Kahoot. After learning about growth opportunities, they explore a website with stories of tenured team members. After learning the handbook, they do a scavenger hunt and role play. Ensuring there is no technical training in the day makes most sense for us to truly focus on company culture and all that the company has to offer.

Thank you all for your responses! This has sparked some ideas.