Onboarding and learning

Onboarding checklists groups the work for a worker and labels the checklist as Onboarding, Offboarding, Transfer or Rehire. It has a start date, target completion, status and employee link. Onboarding tasks carries each task’s title, category, due date, assignee and completion evidence. A task can belong to IT, Facilities, Payroll, HR, Compliance, Manager, Buddy, Training or Selfserve work.

Admin maintains the checklist while HR Business Partner coordinates the employee handoff; each task records its responsible employee. A task marked Blocked should be visible as an exception with its due date and assignee. The person closing a checklist checks the individual task outcomes, rather than treating a percentage alone as evidence that every required action finished.

• Hire work. onboarding checklists and onboarding tasks attach dated, assigned work to an employee.
• Learning plan. Courses and course enrollments distinguish the catalog from an employee’s current assignment.
• Completed learning. training records preserves completion date, provider, certificate reference and expiry state.

Agree the task categories and who owns each one. Set a realistic target completion date and define how skipped or blocked work is reviewed. For learning, establish which courses are mandatory, which are self-enrolled and which a manager assigns. The course category, delivery method and certification validity months affect how L&D Admin prepares the catalog and checks due dates.

L&D Admin manages courses, enrollments and training records. Employee can view their training record. HR Business Partner follows the employee assignment; Admin controls checklist records and access. Give task assignees the access they need before asking them to update a task.

After an offer is accepted, HR Business Partner establishes the worker record, and Admin creates its onboarding checklist with a start date. An IT task and a payroll task each have an assignee and due date. The IT and payroll assignees report progress and evidence; Admin records their task states. HR Business Partner checks the employee’s calendar and discusses any Blocked item with Admin before checklist closure. If a task is skipped, the reason should be discussed as a conscious exception.

L&D Admin enrolls the worker in an onboarding course with a due date. The course enrollments status moves from Enrolled through in progress to Completed when the result is recorded. A separate training records row retains the completion date and any certificate URL or expiration date. When its status becomes expiring soon, L&D Admin can use a follow-up view to plan renewal with the employee. A later transfer can use a Transfer checklist and a new course assignment while preserving the earlier record.

• Onboarding task queue — Pending, in-progress and blocked work with assignees and due dates.
• Training expiry follow-up — Learning records due for renewal or already expired.
• Active employee register — The new hire’s current organization and status context.

See onboarding to first pay for the hire handoff and performance and learning for ongoing development.