Thanks Fred, Interestingly (but likely non-coincidentally!), using "getting up to speed" when searching for onboarding materials uncovers a plethora of well-written takes on the

I like it!....murray

Years ago, long before “onboarding” was of interest, I developed for the old AT&T Yellow Pages organization, what was called a “Getting Up to Speed” manual. We called it “GUTS” for short

I'd add a couple of things: 1. What the organizational values and how they impact work 2 How does the organization make decisions (do this a little later in the process) 3. What are the strategic

I’d also add that one salient key point you need from your induction is how/where to find out what you need to know once you find out what that is. Inductions typically go big on the corporate spiel

Thanks for your thoughts Tami, Murray, and Patrick. So what I'm hearing is that a well-run onboarding process consists of: structural awareness of an organisation (org chart,

It is also to help people get up to speed in their new roles, and again that’s as varied as the roles themselves. P Patrick Lambe Partner Straits Knowledge phone: +65 98528511 web:

I'll think more on this Stephen but the first question that comes to mind is what in the purpose of onboarding and is it the same in all organizations? At the base level the purpose should be to

Hi Stephen, I agree with you about elevating the focus and trying to look at the onboarding process from a clinical approach, If I may add 1 more question: Where does the line cross between KM and

Hi all, I have been reading these super-useful exchanges with great interest and feel compelled to ask the question: As a KM community, how do we move beyond anecdote and sharing of

Thank You all for your insights, very useful indeed! Best, Lydia

 Hello, In my organization, World Trade Organization (WTO), aside from giving a “welcome pack, we also organize an “Induction Day” for all new hires where representatives from each of all

Great advice! Thanks! Ginetta -- Ginetta Gueli Information & Knowledge Manager | Project Manager

Hi Lydia, I developed a large Strategic Onboarding program for a large government department a few years ago and, while the context is quite different, here are a couple of ideas to consider for the

Hi Lydia Some great suggestions here already. Some principles I have found useful: 1. Onboarding is a process not a document. 2. Integration and getting up to speed is as much about people connected

Thank you Robert. Good insight, as always. Though most of the materials are owned and managed by the training department, there are a few areas (like HR policies and Marketing) that are owned by their

I also think that Santhosh Sekar's book on pragmatic implementation of ISO30401 is worth highlighting Arthur Shelley Founder, Intelligent Answers Producer Creative

Lydia - Set up like a scavenger hunt. Have a binder with people & functions the new hire needs to talk with to verify whatever collection of functions & people the new person will need to know.

I watched the video - thank you Ginetta (and it was good to John on the video as well!). The 'Day One' situation you describe is the same one I'm facing, though they have been through the exercise of

Thank you Nirmala - and you do all this in Sharepoint? Dylan