Onboarding (Integration) Process
What are On-the-Job Training, Orientation Training, Adaptation Training, and Onboarding?
The onboarding process is a natural continuation of the recruitment process. Selecting the right employee during recruitment increases the chances of successful onboarding. Additionally, on-the-job training, orientation, and adaptation processes are parts of onboarding. Onboarding ensures the full integration of the employee into the company by combining these processes.
1. On-the-Job Training
Definition: A process where employees receive training directly in the workplace while performing their duties. It typically focuses on technical skills, business processes, and operational tasks.
Objective: To help employees learn the technical requirements of the job. To ensure employees understand their roles and responsibilities through hands-on experience. To allow employees to experience the practical aspects of their tasks.
Target Audience:
- Blue-collar workers: Technical jobs (e.g., production, machine operation).
- White-collar workers: Roles requiring specific skills related to business processes (e.g., analytics, finance, software development).
Characteristics:
- A practical, hands-on process.
- Involves supervised work and mentorship.
- Generally short-term (a few days or weeks).
2. Orientation Training
Definition: A process that enables new employees to learn about the company's culture, organizational structure, policies, and procedures. It provides a general introduction to the company and its organization.
Objective: To help employees understand the core values and operations of the company. To facilitate social integration for employees.
Target Audience:
- All new employees: Everyone starting a new job (blue-collar, white-collar, managers).
- Managers: A more comprehensive orientation is conducted to understand strategic goals.
Characteristics:
- A more general process, typically lasting during the first day or week.
- Covers company policies, workplace safety, and procedures.
- Focused on social integration and company culture.
3. Adaptation Training
Definition: A broader training process designed to ensure employees' long-term adaptation to both their job and the company environment. It includes support processes aimed at improving job performance.
Objective: To assist employees in adapting to the company and their roles. To strengthen long-term engagement.
Target Audience:
- Employees experiencing changes in their work environment (e.g., department changes, new project assignments).
- All employees with long-term career plans.
Characteristics:
- A more flexible and long-term process.
- Includes personalized plans and ongoing support.
- Tailored to the individual needs of employees.
4. Onboarding
Definition: A structured process that enables new employees to integrate into the company culture, their role, and team dynamics. It begins at recruitment and continues until the employee is fully adapted.
Objective: To help employees quickly understand company processes and expectations. To enhance employee engagement.
Target Audience:
- All new employees: Blue-collar, white-collar, and managers.
- Strategic positions: The onboarding process can be more comprehensive and long-term (e.g., for senior executives, it may last 6-12 months).
Characteristics:
- Covers both social integration (orientation) and the technical requirements of the job (on-the-job training).
- A comprehensive and long-term process (3-12 months).
- Includes performance monitoring, mentorship, and feedback.
Differences and Scope
| Feature | On-the-Job Training | Orientation Training | Adaptation Training | Onboarding |
|---|---|---|---|---|
| Objective | Acquiring technical knowledge and skills | Introducing company culture and policies | Ensuring long-term adaptation | Covers the entire integration process |
| Duration | Short-term (days or weeks) | First day or week | Medium- and long-term (months) | Ranges from 3 to 12 months |
| Scope | Focused on roles and responsibilities | General information and integration-focused | Performance and cultural adaptation | Covers both technical and social integration |
| Target Audience | All employees depending on role | All new employees | All employees (as needed) | All new employees |
| Method | Practical and hands-on | General information sessions | Personalized plans | Structured and includes continuous follow-up |
Which Training is Suitable for Which Situations?
- On-the-Job Training: Suitable for jobs requiring technical skills (e.g., production line operators, software developers, sales representatives).
- Orientation Training: Applicable for all new employees joining the company.
- Adaptation Training: For employees transitioning to a new role within the organization, changing jobs, or working on challenging projects.
- Onboarding: For all new employees, especially senior executives and strategic roles.
Conclusion: Each of these processes addresses different needs and is interconnected. An ideal integration program should encompass all these processes and support both the technical and social adaptation of employees. These processes should be tailored based on the company's size, industry, and the requirements of the position.
Cengiz Karaman
Kurucu Genel Müdür