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1. Once a general roadmap is created for the onboarding program, it must go through an approval cycle. Trainers usually get approval through a series of paper forms or emailed back and forth to HR teams, management, managers, etc.
2. Skill gaps are usually identified by reviewing feedback stacks to assess performance and compare them to desired skills. Manual filtering and sorting is imprecise, tedious, and time consuming.
3. The goal setting section of the Employee Performance Module allows companies to set SMART goals, obtain necessary approvals, perform frequent controls to monitor employee progress and direct the data collected through a traceable system.
4. Most of the steps in planning the training program are done manually via email and face-to-face communication. Most of the time, however, instructors run around right before the session starts to gather participants and resolve sudden conflicts on schedule.
5. After training, trainees receive a feedback questionnaire on paper or electronic media. They are used to determine whether a training technique is effective or not. However, it is quite tedious to document and analyze this feedback form to get an idea.