What you will learn

Study Millennial Training Course; Master the Advantages and Challenges of Hiring Millennials

Get the latest millennial training resources developed by industry experts and deliver proven training strategies for your millennial workforce. Our comprehensive Millennial Training Course will help you answer the challenging question of "How do I train my millennial workforce?"

Millennials, those born between 1980 and 1995 are entering the workforce and becoming a vital part of any organization. It is estimated that Millennials will make more than three-fourths of the workforce in 2025. More than ever, the need for an effective millennial training strategy is critical in ensuring your workforce's long-term viability  

Millennials bring their unique outlook on life which can affect their attitudes towards work and the workplace. Customizing your onboarding process for millennial employees benefits both the employee and the organization. Taking the Millennial Training Course will help you design an onboarding process that suit the needs of the company and its millennial workforce better. It will increase productivity and create a happier and more skilled workforce.

At Courses For Success, our courses are designed by professionals, for professionals. We maintain the highest level of quality courses to ensure your success. By completing our Millennial Training Course, you will be equipped with the right skill-set to ensure you stand out from the competition!

How will the Millennial On-boarding Training Courses be delivered?

Courses are accessed online via our learning management system by any device including PC, MAC, tablet or Smart Phone.

1. Easy to follow and understand

2. Only 6 to 8 hours of study is required

3. Unlimited, lifetime access to online course

4. Delivered 100% on-line and accessible 24/7 from any computer or smartphone

5. You can study from home or at work, at your own pace, in your own time

6. Certificate of Completion

Millennial Training Course - Requirements

The Millennial On-boarding Training Courses is delivered 100 percent online 24/7 and only takes 8 hours of study to complete.

To successfully complete this course, a student must:

• Have access to the internet and the necessary technical skills to navigate the online learning resources

• Have access to any mobile device with internet connectivity (laptop, desktop, tablet)

• Be a self-directed learner

• Possess sound language and literacy skills

Quick Course Facts

1. Course content is structured for easy comprehension

2. Approximately 8 hours of study is needed to complete the course

3. Registered students gain unrestricted access to the Millennial On-boarding Online Training Courses

4. All course material is available online 24/7 and can be accessed using any device

5. Study online from anywhere in your own time at your own pace

6. All students who complete the course will be awarded with a certificate of completion

Millennial Training Course Outline

Module One: Introduction

Millennials are those who were born between 1980 and 1995. They are entering the workforce and becoming a vital part of the organizations. They bring a unique outlook on life and unique challenges. Customizing the onboarding process for the millennial employees can benefit both employees and the workplace.

The learning outcomes for this module are:

• Define onboarding

• Discuss the characteristics of Millennials

• Create an onboarding process for Millennials

• Develop action plans for working with Millennials

• Learn from introspection

Module Two: Purpose of Onboarding

Onboarding is considered one of the most critical investments that organizations make in their employees. It does not only gather the necessary paperwork but also socializes them into the workplace and the job. Onboarding is a continuous process that brings new hire into the organization. 

Topics to be discussed include:

• Start-Up Costs

• Organizations often spend a lot to onboard new employees, thus making onboarding not only one of the most significant time investments that any organizations make but also one of the most significant financial investments.

• Employee Anxiety

• Feeling anxious is typical when starting a new job because of the different expectations that are present.

• Employee Turnover

• One of the essential purposes of the onboarding purpose is to prevent employee turnover.

• Realistic Expectations

• Onboarding is a crucial opportunity in providing new hire with realistic expectations.

Module Three: Introduction

Preparing employees for success begins even before they arrive at the company because a sound onboarding does not only help in integrating new hires into the workplace but also prepares them in succeeding in the first days and months on the job.

Topics to be discussed include:

• Why Onboarding?

• Continuous onboarding process enables the new hire to socialize into the organization.

• Importance of Onboarding

• Onboarding process sets the tone for an employee’s experience at the organization.

• Making Employees Feel Welcome

• It is essential for the new hires to feel welcome in the organization; that is why it is considered as one of the most important goals of the onboarding process.

• First Day Checklist

• A first-day checklist can be useful for both managers and new hires in ensuring that the essential information needed is presented.

Module Four: Millennials and Onboarding

Millennials generation or also called as Gen Y enter the workforce, workplaces must be able to change in order to meet their unique talents and challenges. These employees have different expectations for their working lives and careers.

Topics to be discussed include:

• Who are Millennials?

• They are members of the generation that came of age in an era of increasing technology and economic uncertainty that shapes the way of their approach in both work and life.

• How Do Millennials Differ from Other Workers?

• They are more tech-savvy than older workers because they are exposed to technology as they were growing up and with the expectation that technology will continue to evolve.

• Investiture Socialization- Let Them Be Themselves!

• Investiture socialization is when managers and supervisors draw on millennials' unique traits and perspectives and allowing them to be themselves.

• Informal Rather than Formal Onboarding Processes

• Millennial employees are found to respond better to informal onboarding processes.

Module Five: Onboarding Checklist

Millennials often thrive on interaction and feedback and having a checklist of the various things that they must learn and experience. Different steps in the onboarding process may help the manager provide the type of mentoring and feedbacks that they need.

Topics to be discussed include:

• Pre-Arrival

• The onboarding process starts even before the employee arrives on their first day at the office. Millennials need to have a pre-arrival checklist to prepare for their first day effectively.

• Arrival

• Having a checklist of the various items that are needed to occur or be in place helps the new hire to have an organization in their workplace.

• First Day

• Providing the first-day checklist enables the new hire to have a clear vision of the expectations from the outset.

• First Week

• Onboarding is a continuous process, and it is very crucial with millennials because they are used to have constant contact with and feedback from their mentors.

• First Month

• The first-month checklist is essential and useful because studies show that it helps millennials in deciding in the first six weeks if they will be staying at the new job.

Module Six: Engaging the Millennial Employee

Engaging the millennial employee is one of the essential things that a manager can do in the onboarding process because millennials are interactive, and they thrive when they explore, do, and experience. Finding various ways on how to engage the millennial employee ensures that the process will go smoothly and helps in getting them invested in the organization.

Topics to be discussed include:

• Create an Informal Program

• Millennials are likely to become quick to get bored with day-long lecture-style orientation sessions; that is why they are most likely to respond to an onboarding process that is informal and personalized.

• Engage Employees One on One

• Millennials thrive on collaboration and feedback since they are accustomed to a high degree of interaction with their mentors.

• The Role of Human Resources

• Human resources central role in onboarding millennials is to serve as critical gatekeepers to the organization.

• The Role of Managers

• Managers have a vital role in the onboarding process because millennials often respond best when engaging one on one.

Module Seven: Following Up with The Millennial Employee

Regular check-ins allow managers to have knowledge of the various strengths and weaknesses and address the needs and questions that millennials need to thrive in. This also enables the managers to provide feedback to the millennials regarding their performance.

Topics to be discussed include:

• Initial Check-In- One on One

• Following up- Regular, Informal Follow-Ups

• Millennials have grown accustomed to frequent feedback and follow up from their mentors can help in making them feel less anxious and more competent in their job.

• Setting Schedules- Millennials and Work-Life

• Balancing work and life is one of the critical concerns that millennials encounter as they enter the workforce.

• Mentoring and the Millennial

• Mentoring millennials is essential for them because it eases their anxiousness and makes them feel more competent.

Module Eight: Setting Expectations with the Millennial Employee

Setting expectations is essential, and the central part of the onboarding process because this allows the employee to know what is expected of them. Millennials often benefit when they have clear expectations of what is required of them and what they can reasonably expect from others.

Topics to be discussed include:

• Define Requirements- Provide Specific Instructions

• Millennials perform best when they are given specific instructions and guidance.

• Identify Opportunities for Improvement and Growth

• Millennials need to have the opportunity to improve, grow, and be recognized for their efforts.

• Set Verbal Expectations

• An effective way to set expectations with millennial employees is to do it verbally and by being transparent, specific, and systematic.

• Put It in Writing

• Besides from setting verbal expectations, putting expectations in writing is a crucial way on onboarding and retaining millennial employees.

Module Nine: Mentoring the Millennial

Millennials are used to a high level of interaction; that is why they thrive when they are mentored. They need to establish mentoring relationships during the onboarding process because it helps in conveying the message of the organization. Millennials value recognition and having time and energy invested in them.

Topics to be discussed include:

• Be Hands-On and Involved

• Millennial employees value mentors who are hands-on and who are more involved. 

• Serial Mentoring

• Serial mentoring is part of the onboarding process by which one employee is being mentored by several more experienced employees who expertise in different areas of the organization.

• Be a Mentor, Not an Authority Figure

• They are skeptical of authoritarian relationships; that is why mentors need to strive to be collaborative rather than dictatorial.

• Focus Millennia’s Exploratory Drive on Work

• One common criticism of millennials is that they have short attention spans and cannot focus on the task at hand, but despite all that is, they are skilled multi-taskers.

Module Ten: Assigning Work to the Millennial Employee

One of the essential things that employees can learn in the onboarding process is how they will assign work, the expectations present in work, and how they will reward or compensate their employees. Managers need to keep in mind when assigning tasks to their millennial employees is their need for structure, specific guidelines, and clear expectations, and feedback.

Topics to be discussed include:

• Provide Clear Structure and Guidelines

• Providing clear structure and guidelines is considered as one of the critical components in onboarding.

• Provide Specific Benchmarks

• Millennials often seek out benchmarks or specific points wherein they can have their project be evaluated.

• Set Boundaries and Provide Reality Checks

• Setting boundaries can help millennials whenever they may over or underestimate what they can accomplish within the time and with the availability of their resources.

• Guide, Don't Dictate.

• Making sure not to dictate is also crucial in guiding millennials and allowing them to find their methods and solutions to the problem.

Module Eleven: Providing Feedback

Giving feedback is a vital part of onboarding and nurturing millennial employees. Taking the time to provide quality feedback helps in making millennials feel that the organization is invested in them and their success.

Topics to be discussed include:

• Millennials Thrive on Feedback!

• Millennials are used to a feedback-rich environment, and they are used to being recognized for their contributions.

• Characteristics of Quality Feedback

• Being able to give quality feedback is considered a skill because feedbacks are more than just affirmation of quality performance or criticisms.

• Informal Feedback

• Millennials value informal feedbacks because it frequently will build rapport with millennial employees.

• Formal Feedback

• Millennials value more formal feedback regularly and including developing goals for improvement and recognizing their growth.

Recognition & Accreditation

Upon successful completion of this course and achieving a passing score for the assessment, you will be issued with an international continuing education credit (CEU) certificate.

This Certificate is applicable worldwide, which demonstrates your commitment to learning new skills. You can share the certificate with your friends, relatives, co-workers, and potential employers. Also, include it in your resume/CV, professional social media profiles and job applications.

Other Human Resources Courses

If you want a career in the field of human resources, we at Courses For Success have a variety of human resources courses that can get you there!

Module One: Getting Started

By the end of this course, you will be able to:

• Define onboarding
• Discuss the characteristics of Millennials
• Create an onboarding process for Millennials
• Develop action plans for working with Millennials
• Learn from introspection

Module Two: Purpose of Onboarding

• Lesson One: Start Up Costs
• Lesson Two: Employee Anxiety
• Lesson Three: Employee Turnover
• Lesson Four: Employee Expectations
• Lesson Five: Case Study

Module Three: Introduction

• Lesson One: Why Onboarding?
• Lesson Two: Importance of Onboarding
• Lesson Three: Making Employess Feel Welcome
• Lesson Four: First Day Checklist
• Lesson Five: Case Study

Module Four: Millennials and Onboarding

• Lesson One: Who Are Millennials?
• Lesson Two: How Do Millennials Differ from Other Workers?
• Lesson Three: Investiture Socialization - Let Them Be Themselves!
• Lesson Four: Informal Rather than Formal Onboarding Processes
• Lesson Five: Case Study

Module Five: Onboarding Checklist

• Lesson One: Pre-Arrival
• Lesson Two: Arrival
• Lesson Three: First Day
• Lesson Four: First Week
• Lesson Five: First Month
• Lesson Six: Case Study

Module Six: Engaging the Millennial Employee

• Lesson One: Create an Informal Program
• Lesson Two: Engage Employees One on One
• Lesson Three: The Role of Human Resources
• Lesson Four: The Role of Managers
• Lesson Five: Case Study

Module Seven: Following Up With the Millennial Employee

• Lesson One: Initial Check-In - One on one
• Lesson Two: Following up - Regular, Informal Follow Ups
• Lesson Three: Setting Schedules - Millennials and Work Life
• Lesson Four: Mentoring and the Millennial
• Lesson Five: Case Study

Module Eight: Setting Expectations with the Millennial Employee

• Lesson One: Define Requirements - Provide Specific Instructions
• Lesson Two: Identify Opportunities for Improvement and Growth
• Lesson Three: Set Verbal Expectations
• Lesson Four: Put It In Writing
• Lesson Five: Case Study

Module Nine: Mentoring the Millennial

• Lesson One: Be Hands-On and Involved
• Lesson Two: Serial Mentoring
• Lesson Three: Be a Mentor, Not an Authority Figure
• Lesson Four: Focus Millennia's Exploratory Drive on Work
• Lesson Five: Case Study

Module Ten: Assigning Work to the Millennial Employee

• Lesson One: Provide Clear Structure and Guidelines
• Lesson Two: Provide Specific Benchmarks
• Lesson Three: Set Boundaries and Provide Reality Checks
• Lesson Four: Guide, Don't Dictate
• Lesson Five: Case Study

Module Eleven: Providing Feedback

• Lesson One: Millennials Thrive on Feedback!
• Lesson Two: Characteristics of Quality Feedback
• Lesson Three: Informal Feedback
• Lesson Four: Formal Feedback
• Lesson Five: Case Study

Module Twelve: Wrapping Up

Entry requirements

Students must have basic literacy and numeracy skills.

Minimum education

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Computer requirements

Students will need access to a computer and the internet.

Minimum specifications for the computer are:

Windows:

Microsoft Windows XP, or laterModern and up to date Browser (Internet Explorer 8 or later, Firefox, Chrome, Safari)

MAC/iOS

OSX/iOS 6 or laterModern and up to date Browser (Firefox, Chrome, Safari)

All systems

Internet bandwidth of 1Mb or fasterFlash player or a browser with HTML5 video capabilities(Currently Internet Explorer 9, Firefox, Chrome, Safari)

Students will also need access the following applications:

Adobe Acrobat Reader

Entry requirements:

Students must have basic literacy and numeracy skills.

Minimum education:

Open entry. Previous schooling and academic achievements are not required for entry into this course.

Device requirements:

Students will need access to a computer/any device and the internet.

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