Onboarding in the manufacturing industry! Training methods for retaining young employees.
Increasing early turnover in the manufacturing industry. Introducing a method for onboarding that supports employees as a structured process for one year starting before their employment, moving away from relying solely on the workplace.
Even if young employees are hired, they do not stay. The background to this is the personalization of the acceptance system, which depends on the individual skills and compatibility of the on-site personnel. Onboarding is a system that systematically follows up on job acquisition and organizational adaptation from before joining the company to about a year after joining, involving the entire organization. By dividing it into three phases: preparation for acceptance, on-site assignment, and autonomous operation, and clarifying the goals and measures for each period, it becomes possible to provide a consistent level of retention support regardless of who is in charge. The key points for success are the clarification of role division between HR and on-site personnel, standardization of guidance quality through checklists, and ensuring psychological safety through mentors and one-on-ones. Transitioning from a system that relies on the enthusiasm of specific employees to a reproducible acceptance process as an organization leads to both the prevention of early turnover and the early development of capabilities. We are currently offering a document summarizing the approach to designing recruitment communication aimed at improving retention rates after joining. Please feel free to request the catalog by clicking the download button.
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- Recruitment concept design / direction of content structure - Design, coding, and mobile compatibility - Support for content creation through employee interviews and on-site coverage - Designing pathways with job advertising media
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