V Skill HF-D4.3-003 transversal 9 kompetencer
Guiding onboarding
Onboarding new employees by organising introduction, guidance and check moments, so they can work independently and according to the agreed method quickly.
Sådan måler hrmforce dette
- Evalueringsmetode
- On-the-job observation
- hrmforce instrument
- Development Review, Pulse Survey
- Kompetence (50-rammeværk)
- Coaching
- Træningsmuligheder
- high
- Udsigter for efterspørgslen 2026 til 2030
- stable
Structured workplace observation with a form based on behavioural anchors.
Adfærdsmæssige ankre
| Niveau | Adfærd på dette niveau |
|---|---|
| N1 Guided | Lets a new colleague shadow the work, points out workplace and tools and answers questions about daily routines. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Draws up an onboarding plan with milestones per new colleague and reviews progress after thirty and ninety days. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Designs the onboarding programme for the whole organisation, measures how quickly new people become productive and improves it yearly. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 og N4 er bevidst ikke forankret. Bedømmerne placerer dem mellem forankringerne i overensstemmelse med konventionen i O*NET.
Underliggende kompetencer
Disse kompetencer arver vurderingsforløbet og adfærdsankrene fra dette konstrukt.
| T | Kompetence | Definition | Udsigter for efterspørgslen 2026 til 2030 |
|---|---|---|---|
| V | Making an onboarding plan Onboarding plan | Sets out per new employee what is covered in the first weeks and months and who does what. | stable |
| V | Drawing up an induction schedule Induction schedule | Places tasks, shadowing moments and instructions in time so that independence builds up logically. | stable |
| V | Assigning a buddy or mentor Buddy assignment | Appoints an experienced colleague as fixed point of contact and agrees the scope of that role. | stable |
| V | Delivering an introduction programme Induction programme | Delivers an introduction to the organisation, rules, systems and colleagues in one coherent programme. | stable |
| V | Arranging preboarding Preboarding | Keeps contact between signing and the first working day and sends information and formalities in advance. | rising |
| V | Checking induction progress Onboarding check in | Checks at fixed moments whether the new employee performs the agreed tasks independently and safely. | stable |
| V | Arranging workplace and access Workplace readiness | Ensures workplace, clothing, equipment and system access are arranged on the first working day. | declining |
| T | Configuring onboarding in an HR system HR onboarding software | Configures tasks, checklists and reminders for induction in the personnel information system. | rising |
| V | Evaluating onboarding with the new employee Onboarding evaluation | Asks after the induction period what helped and what was missing and adjusts the onboarding plan. | stable |