Questionnaire on the Current Situation and Training Needs of Overseas Recruited New Employees

Hello! This questionnaire aims to understand the current training status and actual needs of newly recruited overseas employees after onboarding, so as to provide a basis for optimizing overseas talent development, mentor coaching and support services. This survey is for internal research only, and all information will be kept strictly confidential. Please fill it in objectively based on your real experience. Thank you for your cooperation!
Basic Information
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1.
Region / Country:
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2.
Length of Service:
Within 1 week
Within 1 month
1–3 months
3–6 months
More than 6 months
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3.
Job Type:
Sales
Technical Support
Operations
Others
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4.
Native Language
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5.
English Proficiency
Fluent
Conversational
Basic
Limited
Training Status Survey
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6.
Have you received the following training?
Yes (Received)No (Not Received)
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System， etc.）
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System， etc.）
Training on company introduction, development history, etc. 
Training on company introduction, development history, etc. 
Training on corporate culture and values.
Training on corporate culture and values.
Training on company structure
Training on company structure
Do you clearly know who your mentor is? 
Do you clearly know who your mentor is? 
7.
  1. If you have received the training, how long after onboarding did you receive it?
Within 1 WeekWithin 1 Month1–3 Months3–6 MonthsMore than 6 Months
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on company introduction, development history, etc.
Training on company introduction, development history, etc.
Training on corporate culture and values.
Training on corporate culture and values.
Training on company structure
Training on company structure
Mentor Matching
Mentor Matching
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8.
How necessary do you find the following training content?
Completely UnnecessaryUnnecessaryNeutralNecessaryExtremely Necessary
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on company introduction, development history, etc.
Training on company introduction, development history, etc.
Training on corporate culture and values.
Training on corporate culture and values.
Training on company structure
Training on company structure
Mentor Matching
Mentor Matching
9.
If you have received the training, how satisfied are you with it?
Very DissatisfiedDissatisfiedNeutralSatisfiedVery Satisfied
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on daily office systems (e.g., Lark, VPN, OA system, Claim Management System etc）
Training on company introduction, development history, etc. 
Training on company introduction, development history, etc. 
Training on corporate culture and values.
Training on corporate culture and values.
Training on company structure
Training on company structure
Mentor Matching
Mentor Matching
10.
If you have received training, what do you think is the main problem in the current office software usage and training? [Select all that apply]
【多选题】
- Scattered operation guidelines with no unified entry, making it difficult to find information
- Processes are updated quickly, but tutorials/instructions are not updated synchronously
- No special instructions for complex scenarios (e.g., cross-departmental reimbursement, VPN permissions, advanced Feishu features)
- Lack of hands-on demonstrations; text-only explanations are difficult to understand
- Short and intensive onboarding training for new hires, making it hard to keep up with the pace
- No quick Q＆A/support channel for when problems arise
- Other
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11.
  1. What office software training methods do you expect?[Select all that apply]
【多选题】
Company-created standardized graphic/video manuals with a fixed access portal
Establish a real-time updated FAQ for common issues
Conduct a company-wide hands-on special training session (with playback available)
Assign dedicated office software support specialists / create a support group for quick response
Provide ultra-concise step-by-step cards by module (Lark / VPN / Reimbursement / OA)
Offer one-on-one onboarding support (mentorship program)
Other
12.
If you have received training, what do you think is the main problem in the current company introduction training?[Select all that apply]
【多选题】
- Outdated content, failing to timely update the latest business, company scale and achievements
- Scattered information with no unified access portal, making it inconvenient to obtain
- Unclear explanations from trainers and lack of key focus
- Single format (text/PPT only) with poor readability
- Lack of cases and stories, resulting in insufficient appeal
- Short explanation time in new hire training, leading to weak impression
- Other
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13.
  1. What methods of company introduction training do you expect?[Select all that apply]
【多选题】
The company uniformly updates and releases the official full-version introduction (fixed access portal)
Create visualized infographics / short video versions of the company introduction
Enhance the quality of trainer explanations, unify the entrances and key focuses
Add key milestones, typical cases and honor highlights
Develop an electronic manual / knowledge base for anytime access
Executive / leader special topic presentations
Others
14.
If you have received such training, what do you think are the main problems with the current corporate culture promotion?[Select all that apply]
【多选题】
The content is abstract and insufficiently integrated with actual work
The promotion method is single and lacks attractiveness
The trainer's explanation is unclear and lacks appeal
There is a lack of real cases, leading to an in-depth understanding
Information is scattered with no unified learning portal
The promotion frequency is insufficient, resulting in a weak impression
Others
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15.
What are the main methods you expect for corporate culture promotion training?[Select all that apply]【多选题】
The company uniformly produces standardized culture manuals / graphic materials
Add real work cases and story interpretations
Enhance trainers' professional capabilities and standardize trainers’ explanations
Conduct interactive training / sharing sessions on cultural themes
Establish an online cultural learning zone for anytime access
Deliver cultural presentations by executives / model employees
Others
16.
If you have received such training, what do you think are the biggest problems with the current introduction of the company's organizational structure / personnel relationships?[Select all that apply]
【多选题】
Inaccurate organizational structure information and untimely updates
Unclear departmental responsibilities, making it hard to know who to contact
Trainers' explanations are unclear and fail to focus on key points
Only organizational charts are provided, without clear guidance on how to collaborate
No unified access portal for viewing, which is inconvenient
Too theoretical, not integrated with actual work scenarios
Others
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17.
What methods of company organizational structure / personnel relationship training do you expect? [Select all that apply]
【多选题】
The company updates uniformly, with a fixed portal for anytime access
Clarify the responsibilities and handover processes of each department
Trainers provide clearer explanations and unify key points
Create clear charts and contact lists for handover
Explain in combination with actual work scenarios
Mandatory for new hires, with repeated explanations
Others
18.
  1.  If you have participated in mentoring, what do you think are the biggest problems with the current mentor system? [Select all that apply]
【多选题】
Only assigning tasks without teaching methods
Lacking planning and systematic guidance in mentoring
Only giving criticism without providing instructions and feedback
Insufficient time commitment, reducing the mentoring to a formality
Being capable of the work but unable to teach it clearly
Not summarizing experience, forcing mentees to learn independently
Others
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19.
  1. What specific support do you hope your mentor will provide? [Select all that apply]
【多选题】
Guidance on practical job skills and work methods
Guidance on business problem analysis and solutions
Guidance on corporate culture, values and code of conduct
Advice on workplace communication, collaboration and interpersonal relationships
Sharing of project experience and recommendation of practical opportunities
Work review, feedback and career growth path planning
Others
Training Needs Survey
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20.
  1. What is your preferred training schedule?
Complete all training within the first week of onboarding
Phased, ongoing training (1 week / 1 month / 3 months milestones)
Just-in-time learning (learn as needed)
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21.
  1. What is your preferred training format?
Company-wide training
Department-specific training
Individual self-study
Others
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22.
  1. What is your preferred training format?
In-person only (live instructor-led training)
Online only (videos / documents)
Blended learning (online + in-person)
Self-study only (via documents / materials)
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23.
  1. What are your expected goals after completing the training? 
Independently complete daily work
Quickly integrate into the team
Have a clear career development path
Others
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24.
What content do you consider extremely important but is not covered in the current employee training?
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25.
Other suggestions for your future new employee development plan:
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