Training Automation: The Key to Successful Onboarding

Training Automation: The Key to Successful Onboarding

  • What is Onboarding?
  • Structure of a successful onboarding process
  • How to improve the employee onboarding process with elearning
  • What type of elearning content can we have in an onboarding process?
  • How to measure the success of an onboarding plan
  • Discover the secrets behind the top onboarding programs in leading companies

In a constantly evolving business world, effective human resources management is essential for the long-term success of any company, understanding this management as the implementation of initiatives that improve the employee's performance and quality of life within each stage. of its life cycle. A fundamental stage of this management is the incorporation process, known as "onboarding". It's not just an introduction and paperwork, but a critical process that allows new employees to quickly adapt to the company and contribute to its success.

Did you know that the first 90 days are essential to retaining new team members? According to the study "The cost of a bad hire" by Brandon Hall Group, a good implementation of the Onboarding program can retain 82% of new employees and increase their productivity by 70%. However, 22% of new employees leave their new position within the first 45 days, according to a Deloitte study.

What is Onboarding?

The Onboarding process, also known as the organizational socialization process, is essential for the incorporation and adaptation of the employee. It is important to keep in mind that the beginning of the Onboarding process must begin from the moment the new job position is accepted.

Therefore, companies must pay special attention to their Onboarding processes, seeking to provide an excellent experience for the employee, especially during the first days of adaptation.

In this context, digital tools, such as Uphint, are transforming the way in which companies incorporate and develop their new talents since the key to a good Onboarding plan is the training provided during this adaptation process. Uphint adapts to the needs of new hires, increasing efficiency in their tasks. It facilitates the incorporation of remote employees, allowing product training, role explanations and resolution of doubts quickly and effectively. This is essential in a world where remote work is increasingly common.

Structure of a successful onboarding process

Many companies are investing in providing an unforgettable experience in the first days of their new employees. However, there are also those who do not know how to start creating an effective onboarding plan. It is not enough to create a good “welcome pack" thatInclude corporate items like a t-shirt, bottle, or headphones. A good onboarding plan goes beyond that. It must offer quality and transparency in the three stages that comprise it: pre-onboarding, onboarding and post-onboarding.

Below, we present the best practices to achieve an effective incorporation within these three stages that make up the Onboarding process:


Preparation before joining

Before the new employee arrives, preparation is essential. This involves providing all necessary documentation in advance, carefully planning your first week, and ensuring your workspace is equipped with the tools you will need to perform your duties efficiently.


Reception and Presentation

The first day at the company is a crucial starting point to continue creating a good impression on the new worker. To achieve this, it is essential to include certain actions in the onboarding program. This includes making a formal presentation to the entire team, introducing the new employee and their role. Additionally, a guided tour of the facility allows the employee to feel more comfortable and familiar with their new surroundings. Assigning a person in charge of the adjustment period is also important to ensure that everything goes smoothly.

Training and Orientation in the first week

The first week of work is even more critical to solidify the relationship between the company and the employee. Here, it is essential to combine the assignment of real tasks with detailed training on the company's culture and mission, the management team, and important norms and standards. This includes providing an email configuration guide and a detailed explanation of the company's policies and rules as well as practical guides for your daily life, among other aspects.


Consolidation and Development: The first three months

In the first three months, the goal is for the new employee to feel completely adapted to the office and familiar with the training plan. In addition, it is time to encourage independence and receive feedback from colleagues to evaluate whether the adaptation to the position is real. In this period, onboarding program training can focus on regulatory compliance courses and training directly related to the job.

It is important to keep in mind that each onboarding plan must be personalized and adapted to the specific needs of the new employee and the particularities of the company. Flexibility and attention to detail are key to ensuring a successful and beneficial process for all parties involved.

Unlike what large multinationals may think, Onboarding does not end three months after incorporation, but it is advisable to monitor and support both the team and the manager during the following three months. A total of 6 months with good initial training should be enough time for the new team member to adapt correctly to the company's progress.

How to improve the employee onboarding process with elearning

In order for new employees to start on the right foot, it is essential that the company adapts the training content to the specific needs of each role, as we have mentioned previously. Instead of searching for information in a central repository, employees can progress through personalized elearning paths, allowing them to acquire the knowledge necessary for their role more efficiently.

Individualized Progress and Real-Time Tracking

Elearning allows employees to advance at their own pace and the company to track each person's progress in real time. This ensures a more fluid and productive onboarding experience.

Strengthening Corporate Image

The Human Resources department can take advantage of the opportunity to instill corporate values ​​during the employee's first months in the company, aligning more quickly with the organization and improving its perception.

Organization of Relevant Information

The amount of information can be overwhelming for new employees, so it is essential to differentiate relevant information from incidental information. Elearning makes it possible to organize information based on its importance.

To achieve this, the collaboration of team managers is of utmost importance to collect relevant information and ensure that the new member receives quality training.

  • White book

One of the best practices in this sense is called a white paper among the human resources industry. A white paper written by a manager is like a detailed and authoritative map that guides a team in managing a department or organization.

This treasure of knowledge backed by the leader's experience is used to share ideas, strategies and approaches on various topics, including people management, leadership and productivity, among others.

The benefits of a white paper written by a manager are numerous. Sharing knowledge, guiding decision making, fostering consistency, improving productivity, promoting communication, developing skills, and documenting experience are just a few of them.

However, there are also challenges that come with writing a white paper. It requires considerable time and effort, ongoing maintenance, the possibility of bias, difficulty adapting to individual needs, the risk of becoming obsolete, lack of interactivity and direct feedback.

To maximize the benefits of a white paper and minimize the drawbacks, solutions and good practices should be considered, such as:

  1. Allocate sufficient resources and time for its creation and maintenance.
  2. Establish a regular review schedule for updating.
  3. Encourage collaboration of multiple team leaders for greater diversity of perspectives.
  4. Complement the book with additional training and resources for customization.
  5. Design the book to be adaptable and flexible to different situations.
  6. Combine the book with interactive resources for active employee participation.
  7. Establish a system to collect feedback and continually improve the resource.
  8. Define key performance indicators to evaluate its effectiveness.
  9. It incorporates technological tools and platforms to facilitate its creation and monitoring.

With these clever tricks and solutions, managers can ensure that the white paper is a truly useful tool in the new employee onboarding process. AND Pint is the hero you need to create it in a super simple way! Thanks to Uphint, managers can solve any problem in the blink of an eye, reducing response time 10 times faster! Employees can adapt and consume all the information in the white paper more easily, and managers can breathe easy, knowing that everything is running smoothly. Pint is the solution for creating training quickly and easily, it only takes seconds, you can try it for free and speed up your work.

In summary, elearning becomes a valuable tool to optimize onboarding processes, allowing a more personalized, productive and pleasant experience for new employees.

What type of elearning content can we have in an onboarding process?

In the exciting onboarding process, it is crucial to choose the right e-learning content to meet the specific objectives of the program. In the current social context, new hires make use of all the luxury of devices to consume content and in companies it cannot be any different. Therefore, having useful, simple training available to new employees and, above all, adapted to any type of content so that the information is understood in the best way will be one of the characteristics that differentiate the company from other organizations.


For creating business presentations with a professional touch, the video format takes the cake. Create personalized videos that allow the CEO to interact directly with new employees and share crucial information about the organization effectively.


A very useful alternative is to create guides or manuals accompanied by images to guide employees. We usually avoid this because it can take a long time, but with Uphint you can create any manual in a simple and instant way, the tool does it for you and includes both screenshots and explanations.


Another popular option is courses in screen format. They are perfect for delving deeper into the company's culture, mission and values, and for presenting essential content in a dynamic way. Interactive courses are also very innovative, creating interactive training experiences that encourage the active participation of employees and involves them in the content is a real mutch for the team and new members.


To evaluate the knowledge and progress of new employees, questionnaires are a key tool in the onboarding process. To improve the employee experience, it would be interesting to incorporate tools to create personalized questionnaires that adapt to the specific needs of the company and allow detailed monitoring of employee progress.

Uphint is an essential solution for instant training in the onboarding process, offering the flexibility to create high-quality, personalized content that adapts to the unique needs of the company and new employees. The ability to create content quickly and effectively contributes significantly to the success of the onboarding process.

How to measure the success of an onboarding plan

Once the Onboarding plan has been created, it must beevaluate its effectiveness to incorporate improvements. It is essential to ensure that you have a positive impact on both the company and new team members. Below are some accurate ways to measure onboarding program success:

  • New employee satisfaction: Directly asking employees who have completed the onboarding process is a simple way to evaluate the effectiveness of the plan. Carrying out satisfaction surveys that focus on aspects such as the clarity of the information provided, the usefulness of the training activities and the quality of the welcome and support received during the process can provide valuable information.
  • New employee performance- Newly hired employees' performance in their new roles is a key indicator of successful onboarding. Metrics such as productivity, quality of work, or the speed with which initial goals are achieved can be tracked.
  • Retention of new employees: An effective onboarding program should encourage long-term retention of staff in the company. Therefore, retention rates can serve as a valuable measure for evaluating program success.
  • Time to achieve productivity: The time it takes for new employees to reach an acceptable level of productivity is another important indicator. A successful onboarding program should speed up this process, allowing people to feel competent and confident in their new roles more quickly.
  • Culture and commitment:It is important to observe whether new team members integrate into the company culture, actively participate in team activities, and show a high level of commitment to the organization. This is a positive indication that the onboarding program has been effective in its integration task.

Remember, measuring the success of an onboarding plan is an ongoing process. Therefore, it is important to periodically review the program and analyze objective data to ensure that it remains effective and relevant in the changing context of the company.

Discover the secrets behind the top onboarding programs in leading companies

Companies like Google, Facebook, Netflix and Salesforce among others“Big Four” have managed to create onboarding programs that are the envy of the competition, helping to build their reputation as top-notch employers and foster a unique work culture. Here are some of the highlights of some of these companies:

Google: Bet on training

No one is surprised that Google is one of the best considered companies when applying for a job. To a large extent it is due to the care they take with their employees. This care is also transferred to the process of incorporating professionals.

Among other techniques, the Silicon Valley giant dedicates 3 months to training its new employees without any project assignment. During this period, depending on the position held, it is limited to training employees in techniques and skills according to the company's processes and perfecting their knowledge.

In addition, to welcome new employees, a welcome party is organized on Fridays to create relaxed environments and a climate of trust among workers.

Google's onboarding program is famous for including:

  • An exceptional welcome in which new employees receive a t-shirt and a photo on the company wall.
  • Mentoring from an experienced Googler.
  • Free time for personal projects in order to promote creativity and innovation.
  • Training and development opportunities to facilitate employee professional growth.


Salesforce, a leading software and cloud services company, focuses on the training and development of its employees, offering:

  • Onboarding training adapted to each role.
  • Introduction to Salesforce's community- and philanthropy-focused culture.
  • Ongoing support through mentoring and professional development programs.

These onboarding programs have contributed significantly to the reputation of these companies as preferred employers and their ability to retain and develop talent by focusing on personalized training as a key to Onboarding.

Now that you are an expert in how to create a first-class onboarding plan and you know that it is key to review it from time to time to detect opportunities for improvement, it is time to design one tailored to your company. And luckily, Uphint makes it easy for you!

Remember that every organization is unique, and there is no one onboarding approach that works for everyone. The secret is to adapt these practices and principles to the specific needs and circumstances of your company and its people.

Quality onboarding is not an expense, it is an investment in the future of your company! By giving new members the tools, support and welcome necessary to succeed in their new environment, you are laying the foundation for their success and, therefore, that of your company.

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