...having a new employee who's feeling things out and trying to decide if he/she made a good decision in joining your company. I recommend a few practices (in addition to standard training items that you're likely already doing):

(1) The swag suggestion above may have been TIC, but helping employees embrace your brand and to serve as your company's best new representatives and advocates is a real sensation. Rather than providing meaningless swag items that are likely to be thrown out or left in a drawer, consider providing a modest stipend and discount for a limited time where the employee can shop for their own company swag. (It goes without saying that the swag must be of high quality. Use brand names and styles that people would spend their own money to buy.) The discount is nice, but the stipend is critical. Example: For the first two weeks, you get 30% off the company store, and here's a $100 credit so the first few purchases are on us!

(2) Provide a detailed tour of the facilities and help employees of any level feel a sense of the overall operations of the company. If you're hiring someone in sales, giving them a detailed tour of manufacturing, accounting, or HR can still be helpful as they get a sense of the overall operation and where they fit in. Obviously playing up the interdependence of departments and the important roles that each area plays is helpful for cultivating a collaborative and respectful culture across the organization. Also, knowing where the bathroom, water cooler, and coffee machine is important.

(3) Consider providing free individual consults with experts who deeply understand your benefits package. This isn't a sales pitch to get someone to use a commissioned/fee-based investment service, but it's providing your employees with an objective, unbiased advocate who will help them understand the many options available for their specific situation (i.e., single person versus main provider of a family of six) and best practices for getting the most out of the options available. (Even if you have typical training on benefits packages, new employees are so different, and they're taking in so much information that it's very common for employees to still be uninformed and unaware of what they could be taking advantage of after months or years at work. If you don't help them understand and utilize the many benefits available, why pay to have them there for your employees?)

(3a) Try to find as many partnerships or shared benefit plans for your employees in their local communities. If you can negotiate preferred pricing at a nearby health club, a group premium benefit for an insurance company, or discounts at local restaurants and other providers that your employees are likely to use regularly, it can be a win-win for your company and these providers, and it gives a "cost-free" additional benefit to your employees. Although things like health insurance and retirement plans are critical, these fringe additional benefits are often over-valued and appreciated by employees because they see/recognize their benefits more regularly than retirement funds you can't use for 30+ years or health insurance premiums that still always feel like an expense without a corresponding benefit.

(4) Consider providing some additional paid time off during the first month to allow new employees to settle in to their new life as they have to deal with all of the paperwork, training, and other life decisions and actions that often accompany a new job. For example, give all new employees 2 (extra) paid days of leave within the first 45 days of work. If they don't take them, they don't roll over. If they do take those days, you're building some powerful goodwill at a stressful and important time in their lives.

(5) Consider a mentoring program (i.e., experienced employee leaders who can help welcome new hires and be a sounding board or built-in friend at work) to help integrate people socially and to gain best practices and insights from people who have been around. It's critical that these people be champions of your brand and culture so this doesn't end up souring new hires on problems and cynicism from unhappy mentors.

These are a few ideas you might think about. I hope they help! Best of luck with the changes in your division.