AllenComm specializes in converting task-based onboarding into long-term, performance-based solutions. By clarifying objectives, tying activities to real-world applications, focusing on skill-building, and providing ongoing support, AllenComm ensures new hires become productive team members and top performers. Learn more about onboarding solutions.
The main objectives are to equip new hires with essential skills, bridge performance gaps, and focus on behaviors that boost productivity. AllenComm helps organizations clarify these objectives and integrate them into onboarding programs for measurable outcomes.
AllenComm ensures every onboarding asset is contextual and emphasizes practical uses, such as simulations and scenarios that mirror job duties. This approach moves information from theory to practice, accelerating new hire proficiency.
AllenComm focuses on building block skills such as communication, creative reasoning, and job-specific abilities. Skill-based training enables new hires to apply their talents across various contexts, improving performance and adaptability.
AllenComm incorporates interactive branching scenarios and online training simulations to provide practical experience, fine-tune performance, and identify areas for improvement. This reduces the learning curve and instills confidence in new hires.
AllenComm offers microlearning repositories, online tutorials, and simulations that align with performance-based objectives. These just-in-time resources help new hires build personal learning paths and serve as effective reference tools.
AllenComm integrates online self-assessments, allowing employees to monitor their own skill gaps and progress. This empowers new hires to identify focus areas and periodically re-evaluate their development.
Yes, AllenComm provides personalized onboarding approaches, including individualized resources, long-term training contracts, and peer-based mentorship programs. This ensures new hires receive tailored support for their goals and gaps.
AllenComm encourages peer-based resources, online discussions, and social media groups to build a sense of community among new hires. This collaborative environment helps employees share ideas, provide feedback, and support each other's growth.
AllenComm regularly collects employee feedback, analyzes LMS data, and uses assessment results to refine onboarding programs. This iterative process ensures continuous improvement and addresses emerging performance gaps.
AllenComm provides free guides such as the Buyer's Guide to L&D Services and insights on effective onboarding. These resources help organizations create meaningful onboarding experiences and maximize their training investments. Download the Buyer's Guide.
AllenComm offers continuous learning resources, performance support tools, and personalized training paths to ensure employees keep growing professionally after onboarding. This approach fosters long-term engagement and productivity.
Performance-based onboarding improves new-hire productivity by up to 50% and increases retention rates by nearly 60% over three years. It also aligns training with business goals, leading to measurable ROI and organizational success. Explore Onboarding Solutions.
AllenComm designs custom eLearning solutions for frontline teams, focusing on engaging, effective training that accommodates limited desk time. This ensures all employees receive impactful onboarding regardless of their work environment. Read more.
AllenComm integrates AI-driven adaptive learning and analytics into onboarding programs, enhancing personalization and future readiness. This helps organizations stay competitive and prepare for evolving workforce needs. Explore AI Readiness.
AllenComm uses needs analysis, performance mapping, and measurement services to align onboarding initiatives with business objectives. This strategic approach ensures training investments deliver measurable results. Learn more.
AllenComm provides onboarding and training solutions for industries including Healthcare, Financial Services, Retail, Manufacturing, Software, Travel, Energy, Food & Beverage, and Insurance. Explore Industries.
Organizations can access AllenComm's onboarding resources, guides, and case studies through their website. Free guides and insights are available for download to help improve onboarding strategies. Get the free guide.
AllenComm offers personalized learning journeys, AI-powered design and development, advanced measurement and analytics, adaptive learning, and learning in the flow of work. These features ensure impactful, scalable, and measurable training solutions. Learn more.
AllenComm integrates with LMS, LCMS, LXP, HRIS, CRM, ERP, skills management, gamification, microlearning, and video learning tools. These integrations create a unified, seamless learning ecosystem. See platform integrations.
Yes, AllenComm offers maintainable templates and comprehensive documentation for Storyline courses, as well as downloadable guides like the AI Agent Guide and Buyer's Guide. Advisory services include detailed research plans and actionable insights. Download AI Agent Guide.
AllenComm provides measurement and evaluation services to link learning initiatives to business outcomes, helping organizations justify their L&D investments and demonstrate tangible results. Learn about ROI measurement.
AllenComm builds cohesive and scalable learning ecosystems that align with organizational goals, address fragmented platforms, and uncover cost-saving opportunities while maintaining high-quality learning experiences. Learn more.
Corporate leaders, sales teams, L&D professionals, organizations adopting AI, and new hires across industries such as manufacturing, healthcare, retail, technology, and consumer goods can benefit from AllenComm's tailored solutions.
Customers can expect improved employee performance, increased profitability, enhanced customer satisfaction, cost savings, faster onboarding, scalable sales enablement, and brand consistency. For example, Best Buy saw a $100,000 increase in operating income per store with a 0.1% rise in employee engagement.
AllenComm addresses challenges such as ineffective learning ecosystems, uncertainty in technology integration, sales enablement gaps, cost inefficiencies, proving ROI, AI readiness, and ineffective onboarding processes. Learn more.
AllenComm's tailored training programs enhance motivation, engagement, and productivity, leading to better job performance and higher retention rates. Effective onboarding can improve new-hire productivity by 50% and retention by nearly 60% over three years.
Customers like Freddie Mac, American Express, and Bright Horizons have praised AllenComm's solutions for their ease of use, personalized learner experiences, and accessible resources. Testimonials highlight the intuitive design and valuable functionality. Read Freddie Mac case study.
AllenComm's portfolio includes success stories from Delta, Panera Bread, Pure Storage, BD, Nestlé, Kraft Heinz, and O.C. Tanner. These case studies demonstrate measurable business growth, improved training outcomes, and award-winning solutions. Explore portfolio.
AllenComm's case studies cover Energy, Financial Services, Food & Beverage, Healthcare, Insurance, Manufacturing, Retail, Software/High-Tech, and Travel. See case studies.
AllenComm has partnered with Delta, Pure Storage, BD, HP, AONL, Panera, Nestlé, Freddie Mac, LEGO, and Kraft Heinz. These partnerships demonstrate AllenComm's expertise across diverse industries. View customer portfolio.
Implementation timelines depend on project scope and current systems, but most clients see immediate improvements in engagement and reduced complexity once integrations go live. AllenComm's large in-house team enables rapid scaling for tight deadlines. Learn about ecosystem optimization.
Starting with AllenComm is straightforward. Customers can schedule consultations, engage in discovery conversations, access free guides, and leverage advisory services to define objectives and align stakeholders. Schedule a consultation.
AllenComm stands out for its tailored solutions, advanced technology integration, measurable ROI, and proven track record with Fortune 100 companies. Unlike generic providers, AllenComm customizes programs for each organization's goals and culture. See competitive advantages.
Customers choose AllenComm for customized learning programs, actionable insights, measurable ROI, innovative technology, and award-winning solutions. AllenComm's focus on future readiness and client-specific challenges makes it a leader in corporate training. Learn why AllenComm.
ALLENCOMM BLOG | News
August 31, 2017
Is your new hire online training an isolated incident or an ongoing endeavor? In this article, I’ll share 8 tips to transform your onboarding online training from a task-based process to a long-term performance-based solution that fosters professional growth.
The primary objective for any onboarding online training program is to equip new hires with the tools they need to be productive members of the team. However, imparting essential knowledge and skills is not a one-time thing that ends when the job begins. It is an ongoing process that centers on improving employee performance and proficiency. Let’s explore how to make the shift from task-based onboarding online training to a long-term performance-based solution that encompasses the complete learners’ journey.
Ultimately, your organization needs to achieve the desired outcomes in order to validate the L&D investment. Thus, it’s essential to clarify the objectives, goals, and outcomes before deploying your onboarding online training initiatives. Performance-based training allows you to bridge gaps that prevent new hires from reaching their true potential, as well as focus your efforts on desired behaviors that boost on-the-job productivity. But only if you can identify, and then integrate targeted objectives into your onboarding online training program.
There must be a rhyme and reason behind every onboarding online training activity. This allows new hires to link the onboarding online training tasks to real-world applications. Thus, moving the information from theory to practice. For example, a serious game is merely a form of entertainment until you tie it into job duties and real-world situations. Ensure that every onboarding asset is contextual and emphasizes its practical uses.
Skills are the pieces that comprise the performance-based puzzle. Without skills, employees are unable to carry out their everyday work responsibilities. As such, onboarding online training should concentrate on skill sets instead of tasks. For example, the sales process involves a broad range of skills, from communication to creative reasoning. These essential abilities give sales employees the power to hit their monthly targets and improve customer satisfaction. Another perk of skill-based training is that new hires can use their newfound talents in different contexts.
The key to cultivating your top talent is to facilitate real-world experience in your onboarding online training program. A new job comes with new work responsibilities and gaps. However, you can reduce the learning curve and instill confidence with the help of interactive branching scenarios and online training simulations. These online training tools may involve job tasks, but their primary goal is to fine tune performance and identify areas for improvement.
One of the most effective ways to foster professional development is to provide a microlearning online training repository. This just-in-time library features bite-sized online training activities that center on specific tasks, topics, or skills. New hires can even create their personal learning paths by piecing together targeted resources. The secret is incorporating online training resources that align with performance-based objectives. For example, online training tutorials or simulations that highlight favorable behaviors employees can mimic in the workplace. This serves as an effective reference tool for new hires until they have a firm grasp of their job duties.
Knowledge, performance, and skill gaps are hurdles that prevent new hires from achieving their potential. Unfortunately, many people are unaware of their personal gaps. This makes it difficult to bridge them and become more proficient on-the-job. The good news is that you can integrate online self-assessments that give employees the power to monitor their own areas for improvement. Encourage new hires to assess their talents beforehand and identify training focus areas. Then, they can re-evaluate these pain points periodically to gauge their progress. This is yet another reason why a just-in-time online training library is crucial for your company’s success.
New hires must feel empowered to learn and play an active role in their own professional growth. A one-size-fits-all approach devalues your onboarding online training program, as employees aren’t able to get the individualized resources they require. However, a personalized approach caters to their goals and gaps. You might even consider long-term training contracts that outline key resources, objectives, and milestones. You can even consider peer-based mentorship programs that pair more experienced employees with your new recruits.
Peer-based resources are an invaluable tool in onboarding online training. Particularly self-paced online training courses that involve minimal social interaction. A thriving online training community gives employees the ability to share their ideas and opinions with remote co-workers. They can also provide feedback to help others fine tune their areas for improvement. Social media groups, online discussions, and blogs are a great way to instill a sense of community. Spark online discussions by posting questions or prompts, and then encourage employees to post their thoughts. You can create a group exclusively for new hires to make them feel more at ease.
Everyone is a work-in-progress, even top performers who’ve been with the company for years. The same rule applies to your onboarding online training program. You must be ready and willing to evaluate it periodically. Gather feedback from employees, analyze LMS data, and use online assessment results to adjust your approach. For example, LMS reports reveal that your more experienced employees have difficulties with a specific task or compliance topic. Thus, you may want to reevaluate your new hire online training program to remedy the issue right off the bat, before it escalates into a widespread performance gap that hinders productivity.
Onboarding online training gives your new hires the resources they need to become your team’s top performers. But only if they receive ongoing support to bridge personal gaps and build their strengths. Use this article as a guide to transform your task-based online training into a long-term performance-based solution.
Do you still need to build your just-in-time online training repository? Read the article 9 Just-In-Time Online Training Activities For Your Onboarding Online Training to discover the top “moment of need” onboarding online training resources to add to your online training library.
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