Assign company email and system access to new hire
2
Conduct introduction to company's policies and platform
3
Deliver training on estate planning basics
4
Educate on company's estate planning procedures
5
Introduce to the estate planning team
6
Approval: Manager on individual's understanding of the basics
7
Conduct technical training for estate planning software
8
Issue company's guidelines for customer interaction
9
Assign initial tasks to apply acquired knowledge
10
Assess progress on initial tasks
11
Approval: Manager on task performance
12
Provide feedback from initial task performance
13
Explore advanced estate planning topics
14
Deliver further training according to individual's career path
15
Assign mentor for continuous support
16
Develop Individual Development Plan
17
Approval: HR on Individual Development Plan
18
Introduce to key clients and partners
19
Conduct final onboarding review and feedback session
20
Approval: HR on final onboarding feedback
Assign company email and system access to new hire
This task is crucial for getting the new hire up and running with their company email and access to our systems. It ensures that they have the necessary tools to communicate and collaborate effectively. The desired result is a new hire who is able to log in to their company email and access the required systems. Are there any challenges that may arise during this process? How can we resolve them?
Conduct introduction to company's policies and platform
In order to align the new hire with our company's way of doing things, this task aims to provide an overview of our policies and platform. By doing so, we ensure that the new hire understands our expectations and is able to navigate our systems and tools. The desired result is a new hire who is familiar with our policies and platform. What potential challenges do you anticipate when explaining our policies? How can we address them?
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Code of Conduct
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Confidentiality Policy
3
Data Protection Policy
Deliver training on estate planning basics
To provide a solid foundation for the new hire, it is important to deliver training on estate planning basics. This task aims to equip the new hire with the necessary knowledge and skills to understand the key concepts and processes involved in estate planning. The desired result is a new hire who has a good understanding of estate planning basics. How can we make this training engaging and interactive? Are there any specific resources or tools that should be used?
Educate on company's estate planning procedures
This task focuses on educating the new hire about our company's estate planning procedures. By doing so, we ensure that the new hire understands our internal processes and is able to follow them effectively. The desired result is a new hire who is knowledgeable about our estate planning procedures. What are the potential challenges in explaining our procedures? How can we address them?
1
Client intake process
2
Document drafting process
3
Review process
Introduce to the estate planning team
This task aims to integrate the new hire into the estate planning team. By introducing them to the team, we foster a sense of belonging and facilitate collaboration. The desired result is a new hire who feels welcomed and connected to the team. Are there any specific team members that should be introduced? How can we make this introduction impactful?
Approval: Manager on individual's understanding of the basics
Will be submitted for approval:
Deliver training on estate planning basics
Will be submitted
Conduct technical training for estate planning software
To ensure that the new hire is proficient in using our estate planning software, this task focuses on providing technical training. By doing so, we equip the new hire with the necessary skills to navigate and utilize the software effectively. The desired result is a new hire who is comfortable using the estate planning software. What challenges may arise during the technical training? How can we address them?
Issue company's guidelines for customer interaction
In order to maintain consistent and high-quality customer interactions, it is important to provide clear guidelines to the new hire. This task focuses on issuing the company's guidelines for customer interaction. The desired result is a new hire who understands how to engage with customers in a professional and effective manner. What challenges may arise in explaining the guidelines? How can we address them? What resources or tools should be provided to the new hire?
Assign initial tasks to apply acquired knowledge
After equipping the new hire with the necessary knowledge and skills, it is important to provide them with initial tasks to apply what they have learned. This task focuses on assigning meaningful tasks that allow the new hire to practice and demonstrate their understanding. The desired result is a new hire who is able to apply their acquired knowledge in real-world scenarios. What types of tasks are suitable for this stage? Are there any specific tasks that should be assigned?
Assess progress on initial tasks
To evaluate the new hire's progress and provide necessary support, it is important to regularly assess their performance on the assigned tasks. This task focuses on reviewing the new hire's progress and identifying any areas that require further guidance or training. The desired result is a clear understanding of the new hire's strengths and areas for improvement. What criteria should be used to assess the performance? How frequently should the progress be assessed? Are there any specific tools or resources that should be used?
1
Accuracy
2
Efficiency
3
Attention to detail
Approval: Manager on task performance
Will be submitted for approval:
Assign initial tasks to apply acquired knowledge
Will be submitted
Assess progress on initial tasks
Will be submitted
Provide feedback from initial task performance
In order to support the new hire's development, it is crucial to provide timely and constructive feedback on their initial task performance. This task focuses on delivering feedback that highlights strengths, identifies areas for improvement, and provides actionable suggestions for growth. The desired result is a new hire who feels supported and empowered to continue their learning journey. How can we ensure the feedback is specific, actionable, and motivating? Are there any specific tools or resources that should be used?
Explore advanced estate planning topics
To further enhance the new hire's expertise in estate planning, it is important to explore advanced topics that go beyond the basics. This task aims to introduce the new hire to more complex concepts and strategies in estate planning. The desired result is a new hire who has a deep understanding of advanced estate planning topics. What are some advanced topics that should be covered? Are there any specific resources or tools that should be utilized?
Deliver further training according to individual's career path
This task focuses on providing specialized training based on the new hire's career path within the estate planning field. By doing so, we ensure that the new hire receives the necessary guidance and skills to grow in their chosen area. The desired result is a new hire who is equipped with the relevant knowledge and tools for their career progression. What are the different career paths within the estate planning field? How can we tailor the training to each career path?
1
Estate planning attorney
2
Estate planning consultant
3
Trust officer
Assign mentor for continuous support
In order to provide ongoing support and guidance, it is important to assign a mentor to the new hire. This task aims to pair the new hire with an experienced team member who can provide mentorship and assist with their development. The desired result is a new hire who feels supported and has access to a trusted resource for guidance. Who are the potential mentors for the new hire? How can we ensure effective mentorship?
Develop Individual Development Plan
To facilitate the new hire's growth and development, it is important to create an Individual Development Plan (IDP). This task focuses on collaboratively developing the IDP with the new hire, outlining their goals, learning objectives, and developmental activities. The desired result is a comprehensive IDP that supports the new hire's career progression. What are the key components of an effective IDP? How can we ensure the IDP is aligned with the new hire's career goals?
Approval: HR on Individual Development Plan
Will be submitted for approval:
Develop Individual Development Plan
Will be submitted
Introduce to key clients and partners
To encourage relationship-building and foster collaboration, it is important to introduce the new hire to key clients and partners. This task focuses on connecting the new hire with important stakeholders and facilitating meaningful interactions. The desired result is a new hire who is familiar with key clients and partners. Who are the key clients and partners that should be introduced? How can we make these introductions impactful?
Conduct final onboarding review and feedback session
To wrap up the onboarding process, it is important to conduct a final review and feedback session with the new hire. This task aims to reflect on the entire onboarding experience, gather feedback, and address any remaining questions or concerns. The desired result is a new hire who feels supported, valued, and ready to contribute effectively. What questions should be asked during the review session? How can we ensure an open and constructive feedback environment?
Approval: HR on final onboarding feedback
Will be submitted for approval:
Conduct final onboarding review and feedback session
