Case Details
Hybrid Induction Training: To Be or Not to Be
The case centres around Vishal, a senior manager at DREAMZ, who faces a dilemma regarding the design of the induction training program for new hires. He proposes a hybrid approach—combining online and in-person components—while the CHRO is firm on conducting the induction entirely in person at the company’s headquarters. During the disruption caused by the Covid-19 pandemic, the 2020 batch’s physical induction had to be called off. Vishal quickly adapted by shifting the training online, gaining valuable experience in virtual delivery and discovering its benefits, such as remote accessibility, scalability, flexibility, and reduced costs. Despite recognizing these advantages, he also believes that in-person interactions with senior leaders at the HQ play a crucial role in transmitting the company’s culture and sharing best practices. Vishal now needs to integrate feedback from various stakeholders and develop an induction program that thoughtfully balances synchronous and asynchronous virtual elements with in-person sessions at HQ and on-the-job training.
Learning Objective:
1. Understand the objectives and structure of an induction program: Faculty can guide students to explore the goals and components of an induction program, particularly in a hybrid format. Students should be able to identify the key elements of an effective induction program and understand how these elements contribute to a successful onboarding process.
2. Evaluate the challenges and advantages of online training delivery: Faculty can facilitate discussions around the benefits and limitations of virtual training. Students should be able to assess how existing training modules can be adapted for online delivery, recognizing advantages such as remote access, scalability, flexibility, and cost-effectiveness, along with the potential challenges involved.
3. Design a comprehensive hybrid training program: Faculty can highlight the importance of integrating various elements of hybrid training, including synchronous and asynchronous virtual sessions, HQ-based interactions, and on-the-job physical training. Students should be able to apply experiential learning to design a well-rounded training program that harnesses the strengths of both virtual and in-person methods.