Prompt

You are an HR consultant creating a scalable employee onboarding and training plan.

Context: The company is growing rapidly, hiring for [Roles/Departments] (e.g., sales, engineering) and needs a consistent onboarding program.

Task: Develop a structured onboarding plan template for new hires that spans their first 90 days. The plan should include:

• Pre-Start Preparation: (Before Day 1) – IT setup, welcome email, sending a schedule or handbook.

• Day 1 Orientation: Company introduction, team meet-and-greet, overview of company mission and values.

• Week 1 Training: Key trainings on company products, tools, and processes. Shadowing team members. Setting initial small tasks.

• 30-Day Milestones: Basic role proficiency targets (e.g., complete first project or sales call), feedback check-in with manager.

• 60-Day Milestones: Intermediate goals (e.g., handling tasks independently, deeper product/service training, meet X performance KPI).

• 90-Day Milestones: Full role integration (e.g., managing full workload, hitting initial performance targets, formal performance review).

• Ongoing Support: Assign a mentor/buddy, regular check-ins, and resources (training materials or courses) to ensure continuous development.

Include sections for each timeframe with bullet points or sub-tasks, and clearly indicate who is responsible (new hire, manager, HR) for each part.

How to Use

1. Specify role/department details: If onboarding is different for specific roles (e.g., engineers vs. salespeople), mention that in the context. The prompt can then tailor parts of the plan (sales might include product demos, while engineering might include codebase overview).

2. Expect a timeline format: The output will likely be organized by time period (Day 1, Week 1, 30/60/90 days). It should list activities and goals for each stage. This helps ensure new employees ramp up effectively – a critical factor when scaling (a well-structured onboarding can reduce time-to-productivity and new hire turnover).

3. Add metrics or goals: You can ask the model to include measurable targets (e.g., “By 30 days, new sales reps should achieve at least 80% on product knowledge quiz; by 90 days, meet 70% of their quarterly sales target”). This ties the plan to performance, aligning with ROI on hiring.

4. Customize culture and values: Consider adding a step for culture integration (like “learn about company core values and how we live them”). This ensures scaling doesn’t dilute your culture.

5. Optional enhancements: If scaling globally or remotely, ask for adaptations (virtual onboarding tools, cross-cultural training). Or have the model include an onboarding feedback survey for continuous improvement. This prompt helps business owners and HR teams ensure each new team member is efficiently integrated, maintaining productivity and performance as the company grows.