ORGANIZATION OF MANAGERIAL ACTIVITY IN THE EMPLOYEE ONBOARDING PROCESS UNDER DIGITAL TRANSFORMATION OF HR PROCESSES
DOI:
https://doi.org/10.37332/Keywords:
employee onboarding, employee adaptation, human resource management, HR management, digital HR technologies, HRM systems, LMS, e-learning, mentoring, hybrid adaptation model, employee integration, HR analytics, organizational developmentAbstract
Babiak H.P. ORGANIZATION OF MANAGERIAL ACTIVITY IN THE EMPLOYEE ONBOARDING PROCESS UNDER DIGITAL TRANSFORMATION OF HR PROCESSES
Purpose. The aim of the article is to study theoretical and practical aspects of organizing managerial activity in the employee onboarding process under the conditions of digital transformation of human resource management, as well as substantiation of modern approaches to improving employee adaptation effectiveness.
Methodology of research. The methodological framework is based on a set of general scientific and special research methods that ensure a comprehensive analysis of employee adaptation and onboarding processes in contemporary conditions. A systems approach is applied to consider onboarding as an element of the enterprise HR system. Methods of analysis, synthesis, and comparison are used to generalize scientific approaches and clarify the conceptual framework. Induction and deduction are employed to formulate general conclusions, while content analysis of academic sources is used to identify current trends in HR digitalization (e-learning, remote adaptation, HR analytics). These methods ensure the integrity and validity of the research findings, interconnections and coordination mechanisms across management levels.
Findings. Modern approaches to employee onboarding are generalized, and its transformation from a traditional adaptation procedure into an integrated multi-level human resource management system is identified. It is demonstrated that contemporary onboarding includes interrelated stages of pre-onboarding, initial and professional adaptation, employee integration into the organization, and performance evaluation with a closed feedback loop. It is established that the effectiveness of the adaptation process largely depends on the role of the manager, who ensures coordination, planning, communication, and control, shifting from administrative support functions to strategic management of employee experience.
It is substantiated that digitalization is a key driver of onboarding development, as the implementation of HRM and LMS systems, e-learning, HR analytics, and artificial intelligence elements enhances the speed and quality of employee adaptation. It is shown that the combination of digital tools with mentoring forms a hybrid adaptation model that ensures process personalization, increased employee engagement, and reduced risks of maladaptation.
Originality. A conceptual approach to employee onboarding is formulated as a multi-level human resource management system that includes pre-onboarding, adaptation, integration, and performance evaluation within a closed feedback loop. The scientific approach to onboarding organization is improved by substantiating the role of the manager as a strategic coordinator of employee experience and integrating digital HR technologies with mentoring to ensure personalization and higher adaptation efficiency. For the first time, an original onboarding model is proposed that integrates sequential and cyclical stages with a continuous management loop based on digital analytics.
Practical value. The research results can be applied by enterprises and HR departments to improve onboarding processes, develop structured adaptation programs, and enhance human resource management efficiency. The proposed model allows optimization of employee onboarding, reduction of adaptation time, and improvement of employee engagement and productivity. Its practical value also lies in the use of digital HR tools and mentoring for designing personalized adaptation programs and improving the quality of managerial decision-making in HR management.
Key words: employee onboarding, employee adaptation, human resource management, HR management, digital HR technologies, HRM systems, LMS, e-learning, mentoring, hybrid adaptation model, employee integration, HR analytics, organizational development.
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