Final answer:
An onboarding program for new hires in the first two weeks should cover various topics, including company policies and job-specific training. Components can be presented by supervisors, co-workers, and members of the HR department. Technology can be used for training, and onboarding for remote employees can include virtual sessions and online resources.
Step-by-step explanation:
An onboarding program for the first two weeks of a new hire's employment period should cover various topics to help them settle in and feel more comfortable at work. In the first week, it would be beneficial to provide information on company policies, practices, and culture, as well as introduce the new hire to more people in the office and clarify their responsibilities. In the second week, the focus can shift to job-specific training and further familiarizing the new hire with company lingo and workplace customs.
The different components of the orientation program can be presented by a combination of supervisors, co-workers, and members of the human resources department. These individuals can have expertise in different areas and can provide comprehensive training and guidance.
Technology can be a component of the proposed program, especially for job-specific training. Software presentations and tools can be used to facilitate learning and familiarize the new hire with the technology they will be using in their role.
For remote employees, onboarding can include virtual orientation sessions, video conferences with supervisors and team members, and access to online training materials. It is important to ensure that remote employees have the necessary resources and support to successfully integrate into the company.
This proposed onboarding program can improve the new hire experience by providing them with the necessary knowledge and skills to perform their job effectively, helping them to feel more welcome and integrated into the company culture, and facilitating a smooth transition into their new role.