Onboarding Employee Training Checklist
Onboarding Employee Training Checklist
Prepared by: [Your Name]
Company: [Your Company Name]
Date: [Date]
1. Pre-Boarding (Before Employee’s First Day)
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Send Welcome Email with first-day instructions.
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Prepare work station (computer, desk, etc.).
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Set up employees' email addresses, accounts, and necessary software.
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Ensure all required documents (ID, tax forms, etc.) are submitted.
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Schedule orientation session with HR.
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Create a company-wide introduction (if applicable).
2. Day 1: Introduction to the Organization
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Welcome meeting with HR.
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Introduce employee to team and key colleagues.
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Provide an office tour (if in-person).
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Review company culture, values, and mission.
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Review company policies and procedures (attendance, code of conduct, etc.).
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Set up employee benefits enrollment (healthcare, insurance, etc.).
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Issue employee handbook.
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Review IT systems access and security protocols.
3. Week 1: Role-Specific Training
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Introduction to immediate team members and leaders.
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Assign mentor or buddy.
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Provide job-specific training materials or resources.
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Begin hands-on training for software/tools used in role.
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Review day-to-day responsibilities and expectations.
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Set up communication channels (email, Slack, etc.).
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Walk through key projects and tasks.
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Check-in with manager for feedback and address any concerns.
4. Week 2-4: Continued Training & Integration
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Begin working on assigned projects/tasks.
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Attend team meetings (and introduce employee to how meetings are run).
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Participate in any scheduled group training sessions.
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Review job performance and provide initial feedback.
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Offer further resources or training as needed (courses, certifications, etc.).
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Discuss company tools and resources available to employees.
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Encourage networking within the company.
5. 30, 60, and 90 Day Check-ins
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Schedule 30-day performance review and feedback.
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Schedule 60-day performance review and check-in.
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Schedule 90-day performance review to discuss progress and goals.
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Discuss long-term career growth and development within the organization.
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Adjust any training or resources based on feedback.
6. Ongoing Support
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Set up recurring check-ins with manager (weekly/monthly).
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Regular team meetings and development opportunities.
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Encourage participation in internal training or workshops.
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Review development plan and career growth opportunities regularly.
