Is your organization’s onboarding program setting up your new hires for success? If you have any doubt, we can help you make changes to address these concerns immediately!
A successful onboarding program may be even more crucial than you think. According to O.C. Tanner’s 2023 Global Culture Report, only 33% of employees surveyed reported experiencing an adequate or “foundational” onboarding experience, and only 19% reported having an ideal experience.
A 2023 Zippia research study cites that 44% of employees who leave a job within six months cite negative onboarding experiences as their primary motivation to quit. But, there’s hope! The same study states that organizations with effective onboarding processes can increase new hire retention by up to 82%.
What makes an onboarding program effective?
Incorporating the four Cs of employee onboarding can help organizations experience greater onboarding success. The four Cs are:
- Compliance: Teach new hires about basic organizational rules and regulations
- Clarification: Outline the new hire’s roles and responsibilities
- Culture: Describe informal and formal norms, and the organization’s culture
- Connection: Help the new hire develop interpersonal relationships
Adherence to guidelines and compliance standards is essential in the heavily regulated pharmaceutical industry. New to industry hires should receive extra attention in learning about the industry and marketplace, ethics and compliance, formularies, managed markets, and other topics vital to your organization.
How to create a new hire training program?
Follow this 5-step process to create a new hire training program.
Start with evaluating your current new hire training. Our New Hire Training Tool, designed for the training and HR leaders at pharmaceutical companies to assess existing programs, provides the resources to create an effective new hire training program.At CMR, we are familiar with the challenges pharmaceutical training and HR leaders face in training new to industry sales representatives, as well as the constant need for reskilling and upskilling employees. This tool provides ideas and inspiration for creating, augmenting, or updating your new hire onboarding plans to ensure knowledge and skills are meeting the organization’s needs.
2. Competency mapping and content
Mapping your company’s competencies for the role and determining content needs comes next. If your organization hasn’t established formal competencies, capture the essential topics new hires need to understand and the skills and behaviors needed for success in the role (customer service, negotiation skills, presentation skills, client relationships, product knowledge, etc.).
3. Budget and structure
After completing competency mapping, work on your onboarding program’s budget, duration, and structure. Determine if your budget will increase or shrink in 6-12 months.
4. Launch plan
Identify your desired launch date and work backward, adjusting as you go. Decide what should be done during home study and what should be covered in live/virtual training.
5. Training content and technology
Evaluate if you have the internal team to build and deliver your new hire training program or if you need external support—partner with a reliable training provider to create a custom program. Use our New Hire Training Tool to analyze training topics.
Take action: create your new hire training blueprint.
Download the CMR Institute’s New Hire Training Tool, answer the questions we’ve provided, and create the initial blueprint of your new hire training plan. It is as simple as that.
CMR has trained many thousands of learners with a comprehensive library of more than 300 microlearning courses. We understand new hire training looks different for different organizations. Our content library has topics and resources you can leverage for creating, augmenting, or updating your new hire training plans.