Workshops on onboarding and offboarding
In the Workshops - which usually take place ONLINE, but can also be held on site as company-internal face-to-face events on request - central topics such as digitization and the use of artificial intelligence in human resources (HR) as well as modern approaches to onboarding and offboarding processes are discussed comprehensively and in detail. practical mediated.
The focus is on concrete application examples, proven methods and directly implementable strategies, so that participants not only acquire theoretical knowledge, but also receive valuable impulses for direct implementation in their own company.
The workshops are tailored to the needs of the company!
Onboarding
Systematic and smooth onboarding ensures a successful start for new employees, promotes motivation and loyalty and shortens the induction period. Thanks to a clear structure and coordinated processes, new team members quickly become productive and integrated into the corporate culture. From preboarding to after the probationary period.
Times: 9:00 to 12:00 and 13:00 to 16:00 Format: Live online course with short inputs, demos, practical exercises and exchanges in small groups. Target group: HR professionals, recruiters, line managers who want to use AI pragmatically and responsibly.
Professional onboarding - from pre-boarding to after the probationary period, topics include
Introduction & basics, topics include:
o Goals of onboarding: retention, performance, employer branding.
o Phases: Preboarding, first day, first week, first 90 days.
o Roles in onboarding: HR, leadership, team, buddy.
Structure & contents
o 4-Cs model: Compliance, Clarification, Culture, Connection.
o Concrete elements: checklists, welcome package, induction plan, feedback appointments.
o Special features of remote/hybrid onboarding.
Practical work on the onboarding plan
o Work on your own onboarding plan (30/60/90 days).
o Definition of milestones and responsibilities.
o Short inputs on templates and tools (e.g. MS Teams, Trello, e-learning).
Quality, key figures & next steps
o Measure success: Time-to-productivity, fluctuation in the probationary period, feedback scores.
o Typical pitfalls and best practices.
o Individual to-dos and transfer to your own everyday life.
Offboarding
Structured offboarding secures knowledge, minimizes risks and strengthens the employer brand in the long term through a professional conclusion.
Times: 9:00 to 12:00 and 13:00 to 16:00 Format: Live online course with short inputs, demos, practical exercises and exchanges in small groups. Target group: HR professionals, recruiters, line managers who want to use AI pragmatically and responsibly.
Professional offboarding - appreciative departure, secure handover, topics include
Meaning & basics
o Why offboarding is important: reputation, knowledge retention, alumni effect.
o Typical scenarios: Termination of employee, termination by employer, retirement, fixed term.
o Roles in offboarding: HR, management, IT, team.
Process & checklists
o Phases: Week of notice, last weeks, last working day, time afterwards.
o Administrative to-dos: contracts, certificate, remaining vacations, access, material return.
o Communication plan: internal (team, department) and external (customers, partners).
Knowledge transfer & exit interview
o Structured knowledge transfer: transfer of tasks, documentation, succession.
o Designing appreciative exit interviews (questions, do's & don'ts).
o Dealing with sensitive separations (conflicts, leave of absence).
Culture, Alumni & Improvement
o Farewell culture: last working day, farewell rituals, appreciation.
o Alumni strategy: keeping in touch, returnees, referrers.
o Evaluate offboarding and integrate it into HR key figures/KVP.
