Interactivity, proactivity, community – the pillars of onboarding. Test tool proposal

The main objective of this paper is to present the pillars of onboarding programmes created on the basis of literature studies and interviews with human resource management practitioners.In addition, the presentation of a proposal for a research tool to measure the levels of implementation of the pillars' assumptions, which was developed on the basis of the author's research procedure, was taken as the specific objective of the paper.Design/methodology/approach: In order to identify the pillars of onboarding, a literature review was carried out.This review was carried out using databases such as ProQuest, EBSCOhost and Google Scholar.The analysis covered a total of more than 100 peer-reviewed scientific papers.In this phase, the three pillars of onboarding were identified.As a next step, the authors decided to conduct research interviews with 23 mid-and senior-level HR professionals who carry out or coordinate onboarding programs.Findings: The result of the procedure described in the point above are three pillars of onboarding, which were selected through literature studies and interviews with human resource management practitioners dealing with onboarding programs.These onboarding pillars can form the basis of a research tool that can be used to measure the level of interactivity, proactivity and community of individual onboarding programs. Research limitations/implications:The limitation of the described research progress is the relatively small number of interviews with experts in the field of human resources management.The number of interviews was dictated by the availability of practitioners, as well as the willingness to participate in one of the stages of the research procedure. Practical implications:The developed research tool can be used to measure the level of interactivity, proactivity and community of onboarding programs.Thanks to the comprehensive approach to the most important components of the onboarding pillars, it will be possible to determine to what extent the onboarding program used meets the basic assumptions.The created tool can be used both by scientists and managers who create onboarding programs based on the presented pillars.Additionally, said tool can also be used to improve existing implementation programs. Social implications:According to the authors of the publication, the created tool will definitely help to adjust or improve implementation programs for new employees, which will definitely affect the speed of adaptation in a new workplace and will translate into faster readiness to properly fulfill professional duties.Originality/value: A peculiar novelty created by the authors is the concept of a research tool for measuring the three pillars of onboarding.The results of the publication are directed to managers dealing with implementation programs and employees who are in the process of implementation.