![]() This could include company overview training for new hires, training on the required systems needed to do their job, soft skills training, and training related to the team and those they will interact with. Instead, include in your plan the learning items that the employee needs to complete as part of their 90 day plan. ![]() Develop a Learning Plan – too often we throw people into a new role and expect them to sink or swim – we assume they’ll learn what they need to know when they need to know it.Ideally, you should identify this when the job is first posted to ensure that you’re hiring a candidate with the appropriate skillset. Additionally, in a turnaround or realignment, it may be important for them to understand the politics in the organization first to avoid early missteps. For example, if someone is transitioning into a sustaining success situation, their 90 day plan may not need to be as aggressive as a in a turnaround situation. ![]() Depending upon the situation, a different skill set may be required and different approaches to introducing them to the organization may be required.
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