Automotive supplier Brose North America sought to make its onboarding process more efficient. Based on employee feedback, it created a hybrid New Hire Orientation that more efficiently tracks new hire documents and quizzes in order to verify training effectiveness and produce higher satisfaction scores for the onboarding process.
Program Details
New Hire Orientation is a full training program with 16 topics, including Product Overview; HR; Diversity, Equity, and Inclusion (DEI); Mentoring; Employee Resource Groups; Controlling/Finance, Recruiting; EHS/Legal; Payroll; LEAN; Benefits; Ideas Management; and Innovation. All content is recorded by the subject matter expert and turned into easily accessible Webinars.
Alongside of these trainings, standard eLearnings are assigned globally. This includes 10 assignments ranging from cybersecurity to project management. All these courses now are delivered virtually to allow the employee time to be able to experience Brose and its culture in the first few working days as opposed to giving all of the content at once as the company did in the past.
The trainings are completed within new employees’ first 30 days of employment. At the end of those 30 days, new hires are invited to a live follow-up session with HR and one executive team member. This live new hire training is to collect any added feedback and decide if new hires need more resources or support. Upon completion of the session, a 30-day follow-up survey is started that is reviewed by their HR business partner. At 90 days, the last new employee evaluation is triggered to their managers to assess employees’ introductory experience and their fit within their team.
Brose North America digitized several manual processes, including automatic quizzes and scoring for sections of trainings and automatic 30- and 90-day evaluation forms between the HR business partner, employee, and manager.
Results
New hire trainings are no longer being rescheduled as the team now can commit to dates and times so no employees miss the onboarding sessions. The revamped program has saved more than 100 hours in training time and 1,500-plus working hours annually for all the functions involved in the onboarding process.
