New Hire Training Deck

About this template

Sixteen slides means five topics

One cover, one agenda, five divider-plus-body pairs (ten slides), then comparison, metrics, trend and closing slides – sixteen in total. The five body slides map directly onto five topics, or five sessions, so the deck works better as the skeleton of a multi-session new-hire program than as material for one 90-minute sitting.

Eight agenda lines, five divider pairs

The agenda on slide 2 runs first-day guide, internal rules, tools workshop, job basics, 30-day goals, week one versus month one, key metrics and trend analysis, each with a progress marker such as 01 / 08. The first five lines have a divider and a body slide each (slides 3 to 12) and use exactly the divider wording, so nothing needs reordering. The last three are single slides – week one versus month one on slide 13, the metric cards on slide 14, the chart on slide 15 – with the closing slide 16 behind them. Mentoring has no line of its own and survives only as one bullet on the 30-day goals slide, “a 30-minute mentor session weekly”, so duplicate a divider-and-body pair and extend the markers to 09 if it needs its own section.

1. Fill the four cards on slide 14 (14-day program, 9 required courses, 1:1 mentoring, 30-day check-in) to lock the overall size.
2. Check that SECTION numbers 01 to 05 still pair with their body titles; all five match today, so this only matters on the copies.
3. Write the first-day slide as sentences with a time and a place; day-one material is a notice, and vagueness turns into phone calls.
4. Fill rules, tools, job basics and 30-day goals, ending each slide’s third line with how it is verified.
5. Put weekly progress on the trend slide and rework the comparison slide.

Tightening the body lines

• First day: “meet in the lobby at 9:30” becomes, for example, 4 March, 9:30, HQ ground-floor lobby, met by Kim from HR.
• Rules: “annual leave application process” becomes, for example, 15 days, requested in the groupware three days ahead, confirmed on manager approval.
• Tools: the expense-claim exercise needs a time box – 10 minutes individually, then 10 minutes sharing where people got stuck.
• 30-day goals: “three tasks handled independently” needs a definition of independent, or the 30-day check-in cannot be scored.

Do the four numbers agree?

The cards say a 14-day program, the trend bars run to week 4 (25, 58, 79, 94), and the check-in is at 30 days – three different periods. If classroom training is 14 days inside a 30-day onboarding, keep the labels but say in the caption what the bars measure; otherwise pick one horizon. Nine required courses against five body sections also needs a note, on the opening slide or the closing one, that a section bundles several courses.

How many slides fit in 90 minutes

Take away five dividers plus cover and closing and you have nine real content slides. Each holds three items, so at six to eight minutes a slide one 90-minute session is already full. Treat the whole deck as the map of the program and duplicate body slides per session for detail.

What trips up the program

• Objectives that end in understand or be familiar with – nothing can be checked, so completion has no criterion. Let the 30-day survey carry those criteria.
• Trying to cover all sixteen slides in 90 minutes; the exercise time is always what gets cut.
• Leaving slide 13 out of step with your actual program. Account setup, how often the mentor checks in and when someone starts working unsupervised differ at every company, and those three lines are a promise to the new hire.