Many people still know the good old onboarding plan from their own start in a company – and this was probably mainly in a company that had already reached a certain size as a medium-sized enterprise.
Today, this induction plan is an important part of the onboarding process for a new employee. Onboarding refers to the period of hiring and welcoming a new employee into the company. Various measures are used for this purpose in order to achieve rapid and smooth integration in the new working environment. Onboarding begins with the signing of the contract and ends at the earliest after the probationary period – if it is pursued seriously and sustainably, after the permanent integration in a defined position.
Onboarding begins with the signing of the contract and ends at the earliest after the probationary period – if it is pursued seriously and sustainably, after the permanent integration in a defined position.
The aim of onboarding is to familiarize new employees quickly and in a targeted manner with the organization, its processes, structures and products, as well as the respective work area with its working methods and specifics.
The faster an employee is well trained, the faster he or she can become productive and efficient in an organization and contribute to the company’s goals.In the onboarding process, it is not only important to provide the employee with the necessary information and skills for his or her job. It is far more important to get them excited about the company, their tasks and their environment from the very first minute, thus consolidating commitment, motivation and trust. A clear structure in the induction process, the support and feedback of the manager and colleagues are considered success factors and provide orientation for the new employee.