Acculturation Onboarding For The Next Generation Of New Hires

Helping new hires become productive as soon as possible is one of the primary goals of acculturation onboarding. To accomplish this, you need to make sure new employees understand their role in the organization and get up to speed on current departmental projects ASAP. This is an area where an acculturation portal that is easy to customize and update offers your organization a huge advantage.

Knowledge Retention and Succession Planning

One of the most costly effects of turnover is loss of knowledge. Many companies don't realize what types of information are being lost until it is too late. Ideally, your organization should have succession planning down to a science and build knowledge retention into every key employee's job. These individuals should be developing training materials for the next generation of workers as one of their regularly assigned tasks.

However, most companies don't do this. So, when a valued employee gives two week's notice, his or her expertise is only available for a very short time. HR and managers should use this window of opportunity to ask the departing employee to put together a detailed description of how they get things done. This goes beyond a simple job description. It covers the type of issues and solutions experienced workers have learned through years of trial and error.

The employee should also outline where their successor will need to jump in and finish up any loose ends on outstanding projects. This type of information is invaluable to a new hire who will be filling the vacated position.

Start Getting the Information Out There

Job specific training materials can be easily uploaded for a new employee to access through a customizable online acculturation portal. These materials can be made accessible in the form of links to pages in an intranet library or as actual pdf documents - whichever option is simplest for HR and IT to implement using our AllegroHR Acculturation Portal.

Remember that this stuff doesn't have to be fancy to start with. Just begin by making knowledge retention and succession planning part of your organizational process. You can brand these training materials with your company's look/feel and add things like slideshows or videos when you have the basics down.