People Development
Onboarding journeys
DlaAdministracjaStudenci
Onboarding by role and department: before the first day, day 1, first week, up to day 30/60/90 — with buddy, mentor and conversations with feedback.
Po co#
The first weeks decide whether someone stays. A planned journey ensures that nothing is forgotten and problems are noticed early.
Jak to działa#
Ścieżka kliknięćPeople developmentMy area
- 1Under “Learning paths” the HR department creates a path of the type “Onboarding” (or adopts the template “Onboarding – the first 90 days”) and assigns it — automatically per unit or role or individually.
- 2New employees see their journey by phases under “My area” and tick off steps; a course step opens the course (Rys. 1).
Rys. 1 An onboarding in “My area”: phases, steps to tick off and a course as a step. - 3After 30, 60 and 90 days a short conversation asks “How is your onboarding going?” — rating from 1 to 5 and a free text. The manager adds their view.
- 4Feedback with 1 or 2 stars appears as an early warning in the HR department's overview.
Ustawienia i przełączniki#
- Przełączane dla każdego klientaDomyślnie: włączoneModuł: Mitarbeiter-Onboarding
The phases#
- Before the first day — up to 60 days beforehand; preparatory items deliberately come before that.
- Day 1
- First week — day 1 to 6
- Up to day 30
- Up to day 60
- Up to day 90
If a step has no phase of its own, it follows from its day relative to the start.
Wskazówki#
- New employees without onboarding appear in the overview under “New in the company without onboarding” — with a button for assigning.
Powiązane funkcje#
- People development at a glanceLearning paths, assignments with deadlines and every employee's own area — the basic surface of people development.
- Learning paths and templatesA learning path is a sequence of steps with deadlines and owners — for onboarding, mandatory training or further development; common paths are available as templates.
- The manager's viewManagers see their team's onboarding, mandatory training and competencies, send reminders and write their feedback on the onboarding.
Wiedza w tle
- Designing digital onboarding: the complete guideHow companies design digital onboarding: phases, responsibilities, learning paths, buddies and feedback — so new hires settle in faster and stay longer.
- Onboarding checklist: every step from contract to day 90A complete onboarding checklist by phase and owner — from contract and equipment through the first day to the closing conversation after 90 days.
- Preboarding: making the most of the time before day onePreboarding bridges the gap between contract and first day. What belongs in this phase, what does not, and how to engage new hires without overwhelming them.
- A 90-day onboarding plan: template and timelineAn onboarding plan for 30, 60 and 90 days: goals per phase, typical steps, conversations, and the signs that show onboarding is working.
- Remote onboarding: inducting remote and hybrid hiresHow onboarding succeeds when new hires work fully or partly from home: equipment, structure, contacts, culture and the typical traps.