Employee Onboarding

Employee onboarding should lead from the first day to safe, measurable independence in the role, extending beyond formalities and document handovers.

Employee onboarding – TWI, 70:20:10 and practical learning

We design onboarding so that a new employee knows what to learn, who supports them, what the work standard is and when they reach each level of competence. We combine TWI on-the-job training, mentoring, the 70:20:10 model, checklists and, where useful, DOJO training spaces or digital tools.

We connect onboarding with Training Within Industry and the development of instructors and leaders. Further methodological context for effective instruction is provided by eTWI.

We measure employee onboarding through time to independence, work quality, retention, the new employee’s experience and instructor effectiveness. This allows the programme to be systematically improved and scaled.

Analysis and improvement – we diagnose the current onboarding process and identify areas for improvement.
Programme design – we develop a tailored Smart Onboarding programme for your company.
Training materials – we prepare work instructions, checklists, e-learning modules and other learning resources.
TWI and the 70:20:10 model – we introduce proven training methods to improve onboarding effectiveness.
Onboarding space – we support the creation of a DOJO or TWI Room that provides practical learning conditions.
Instructor and trainer development – we prepare your people to deliver the onboarding process effectively.
Monitoring and improvement – we analyse results, collect feedback and introduce improvements.
Long-term support – we provide mentoring, training and material updates to keep onboarding effective.

onboarding programmes implemented in different organisations

people trained in DOJO Rooms co-created by Leantrix

onboarding trainers trained

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

Analyse the current onboarding process and identify areas for improvement.
Define Smart Onboarding objectives, such as shorter onboarding time, better retention and improved effectiveness.
Adapt the onboarding programme to the organisation and its needs.
Prepare an action plan for the new employee’s first days, weeks and months.
Integrate TWI Job Instruction and the 70:20:10 model into onboarding.
Improve the process by minimising unnecessary formalities and maximising practical training.
Develop a schedule and allocate roles to trainers and instructors.
Prepare and implement onboarding tools, including Smart Onboarding, e-learning, digital materials and checklists.

D

DO

Create a learning space, such as a DOJO or TWI Room, equipped with training materials.
Develop and implement TWI work instructions as the foundation for training new employees.
Prepare training materials, including videos, checklists, guides and interactive courses.
Deliver the first onboarding sessions in line with the new programme.
Apply TWI Job Instruction in practice, with experienced instructors supporting new employees.
Use digital onboarding tools, such as the Smart Onboarding application, to monitor progress and collect data.
Organise mentoring and coaching meetings for new employees.
Enable new employees to interact and exchange experience with other team members.

C

CHECK

Collect new employees’ feedback on onboarding through surveys, interviews and feedback sessions.
Monitor key onboarding indicators, including time to full productivity and retention after 3 and 6 months.
Assess how well employees have learned through knowledge tests and skill assessments.
Verify the effectiveness of TWI instructors and onboarding trainers.
Compare the new process with the previous onboarding approach.
Assess employee engagement during the first weeks and months.
Identify barriers and problems that may require changes to the process.

A

ACT

Improve the onboarding programme based on data and feedback.
Make necessary changes to the process, materials and onboarding approach.
Continue monitoring and analysing onboarding results over the longer term.
Oversee the application of onboarding standards by leaders, trainers and instructors.
Provide regular training and competence development for TWI instructors to improve onboarding effectiveness.
Improve supporting systems, including updates to Smart Onboarding content.
Introduce innovative training methods, such as VR simulations, gamification and AI tools for personalised onboarding paths.
Scale the programme to other departments or areas of the organisation.

(…) 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.(…)

Employee Onboarding

Why do you need this service?