Onboarding Process Audit

An onboarding process audit evaluates an operational process that directly affects retention, turnover, safety, quality and the time new employees need to work independently. We audit the whole actual journey, from aptitude assessment and workstation preparation through the first day and training to competence confirmation and outcomes after 30, 60 and 90 days.

Onboarding process audit: what do we examine?

Process consistency from recruitment to independent work.
Aptitude assessment and job fit.
The first 90-day onboarding plan and participants’ responsibilities.
Work standards, on-the-job training and competence confirmation.
Use of the Dojo, onboarding materials and videos.
Process KPIs: retention, turnover, time to independence and employee satisfaction.

We have designed more than 30 onboarding processes in manufacturing and service companies. Our proprietary Smart Onboarding model has operated in global organisations spanning more than 70 plants, with solutions implemented in more than 130 locations worldwide.

The audit produces an organised process picture, priorities, quick improvements and a target onboarding design as well as identified problems. According to need, we combine it with New Employee Onboarding, MENDOMI—effective employee onboarding and TWI Job Instruction.

Our role is to translate diagnosis into a process that can be implemented, measured and scaled. We begin with the critical area where turnover, low retention or lengthy onboarding create the greatest losses.

What do we do during an onboarding process audit?

We map current onboarding from recruitment to independence.
We analyse required aptitudes, skills and assessment methods.
We observe and interview new employees, leaders, trainers and HR.
We assess work standards, on-the-job training, the Dojo, materials and videos.
We establish baseline KPIs: retention, turnover, onboarding time, errors, safety and satisfaction.
We design target Smart Onboarding with a day 0–90 plan, roles and milestones.
We prepare the report, findings workshop and action plan.
We support the pilot, monitor outcomes and improve the process.
We prepare rollout to further areas, plants and locations.

+ onboarding processes designed

average employee retention improvement (%)

average onboarding time reduction (%)

We provide support based on the Kata process, which allows us to adapt our activities to the specifics of your organization, taking into account the jointly set goals. The Kata process consists of four key elements that enable effective implementation of assumptions.

Determining the course of action

Designing a concept that responds to the organization's goals and challenges.

Determining the current state

Learning about the current situation and collecting input data to define the next step.

Determining the target state

Determining the desired and measurable end result and a plan for its implementation.

Experiments - consultations

Implementation of activities in accordance with the established cooperation model, based on PDCA cycles.

P

PLAN

Define the business problem and audit objective.
Select a critical area using retention, turnover and time to independence.
Set the audit scope across the employee journey, from preboarding to day 90.
Identify stakeholders, roles and responsibilities.
Collect data and baseline KPIs.
Define job requirements, aptitudes and competence criteria.
Plan observations, interviews and the audit sample.
Agree reporting arrangements and target-process design principles.

D

DO

Hold an opening meeting with process owners.
Walk through the new employee’s actual journey step by step.
Observe onboarding on selected shifts and workstations.
Interview new employees, leaders, trainers and HR.
Verify preboarding, the first day and the first weeks.
Assess on-the-job training, work standards and competence confirmation.
Review the Dojo, materials, onboarding videos and e-learning.
Check aptitude assessment and job fit.
Identify waiting, rework, information gaps and risks.
Record quick improvements that can be implemented immediately.

C

CHECK

Combine observations, data, surveys and interview findings.
Compare the planned process with actual practice.
Separate symptoms from root causes.
Estimate the effect of gaps on retention, turnover, onboarding time and quality.
Assess the maturity of the current onboarding process.
Verify KPI consistency and quality.
Compare the process with the Smart Onboarding model.
Design the target day 0–90 process: aptitudes, Dojo, standards, videos, roles and milestones.
Prepare the report, priority matrix and findings workshop.

A

ACT

Launch quick improvements in the pilot area.
Implement work aptitude assessment.
Create or update the day 0–90 onboarding plan.
Design the Dojo and learning pathway.
Prepare work standards, materials and onboarding videos.
Develop trainers and leaders using TWI Job Instruction.
Launch a KPI dashboard and post-onboarding satisfaction surveys.
Run a pilot in the critical area.
Monitor outcomes and improve the process iteratively.
Standardise the solution and prepare rollout to other areas and locations.

(…) Mr. Kamil Müller led each workshop in a very interesting and engaging way. The workshops were 100% practical, based on many examples and exercises. Mr. Kamil was very willing to share his knowledge and experience with the workshop participants, creating a great atmosphere (…)

(…) Each training conducted by Leantrix Sp z o.o. was conducted reliably and adapted to the needs of our organization, which additionally strengthened the effectiveness of the activities. The experience of the trainers allowed us to meet the challenges posed by our specific production.(…)

(…) Leantrix Sp. Z o.o. demonstrated reliability. The company was open to our comments and suggestions, ready to modify the training program and develop individual solutions to enhance the effectiveness of the activities.(…)

Onboarding Process Audit

Why do you need this service?