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The onboarding or incorporation of new employees includes more than just welcoming them. Also, it's more than just launching practical issues such as access to software or uniform. During the incorporation, it's not only intended that the worker becomes familiar with his work environment and his role within the company, but also tries to make him feel comfortable and involved in business activities.

Onboarding is the opposite term to offboarding, whose purpose is to treat the departure of an employee from the company. Onboarding or incorporation belongs to the world of human resources management. Often the software for managing human capital " Human Capital Management " offers a " partial " automation integration.

The four C's

The integration of new employees generally consists of four parts, better known as the 4 C's. To these four C's a fifth element is usually added. These five parts are:

1. Compliance: The new employee is familiar with all the rules of his new workplace. These norms are composed of both the legal obligations of the work and the norms of security or social conduct of the company. An example of regulations to be included in this section is that of the anti-bullying policy.
2. Clarification: During this part, new employees are clarified what is expected of them. Your tasks are specified in greater detail and the working methods, techniques, strategies, machines or softwares that are necessary and useful are explained to you. This often begins the beginning of the training of new employees. The duration of this integration has a varied duration. It can be from a few weeks to more than a year.
3. Culture: We must make a corporate cultural immersion to the new worker, as he learns what the values, vision and mission of the company are. It's essential that all workers know it and adopt it well. If achieved, the company ensures that all its employees work in accordance, which is called alignment.
4. Connection: The social hierarchy of the workplace is specified. Each company has its own social environment with a structure full of groups, subgroups and networks. Therefore, it's important that the new employee understands it.
5. Check back " Verify ": After a certain time, often after a few months, the new employee is asked how he is doing. Do you have a good relationship with your coworkers? Do you feel that you know what is necessary or need to have other materials or knowledge to do your job better?


More and more companies realize the benefits of pre-incorporation. It's a very useful way to attract the right people for a job. You are specified about the expectations and culture of the company from the job interview so that new " potential " workers are familiar with the company from the first business day.

Naturally, a company can't show all its letters during the interview. Therefore, many companies choose to start pre-onboarding once the contract is signed. In this type of contract there is often a business confidentiality clause and strict terms and conditions regarding the breach of the contract. The companies that find it most useful are those that invest a lot in the training of new employees.

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