S-RH0021 - Designing an Onboarding Journey: Making Integration a Lever for Lasting Retention

Target audience

Human resources managers, managers welcoming new employees, managers of small and medium-sized enterprises, workplace mentors and onboarding buddies.

Objectives

  • Distinguish administrative orientation from a genuine integration journey and measure its effects on retention.
  • Structure an integration journey around four cornerstones: requirements, roles, responsibilities, relationships.
  • Design the successive stages of integration, from preparation before arrival to lasting engagement.
  • Allocate roles clearly among human resources, the manager, the mentor and the team.
  • Leave with a 100-day onboarding plan that can be applied from the next hire onwards.

Content

  • What integration is really about
    • administrative orientation and structured integration: two approaches not to be confused;
    • how the newcomer perceives the organisation during the first weeks;
    • the often forgotten period between signature and first day;
    • understanding the costs associated with an early departure.
  • The four cornerstones of successful integration
    • clarifying the requirements of the position and the criteria for success;
    • setting out the roles and how they fit with the rest of the team;
    • making responsibilities and the expected level of autonomy explicit;
    • building the internal relationships that create a lasting bond.
  • The successive stages of a high-performing onboarding
    • prepare: take care of the period between signature and first day;
    • activate: make the first day a success and set the relationship in motion;
    • acclimatise: pass on the culture, the unwritten rules and the in-house language;
    • accomplish: structure the first hundred days, set objectives and recognise achievements;
    • adopt: hand over responsibilities and foster a sense of belonging;
    • advocate: turn the integrated employee into an ambassador of the organisation;
    • workshop: build the onboarding programme for your own organisation.
  • Sustaining the programme over time and measuring its impact
    • respective roles of human resources, the manager and the mentor;
    • calibrating support: neither abandonment nor surveillance;
    • adapting the journey to different individual profiles;
    • measuring effectiveness and financial impact, direct as well as indirect costs.

Sessions

23.02.2027
TUES
In-person course
Luxembourg
220 €
21.04.2027
WED
In-person course
Luxembourg
220 €
09.06.2027
WED
In-person course
Luxembourg
220 €