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Description

Onboarding New Employees: Preparing, Supporting and Retaining

Build an onboarding journey that lasts well beyond day one and secures the probation period

  • 1 day — 7 h
  • In-person or virtual
  • Foundation
  • Up to 6 participants

Day one is carefully staged, then nothing follows. Equipment arrives late. The line manager is travelling. The new joiner spends the first week trying to find the right people and guessing what is expected. Early departures during probation are costly and keep recurring without anyone analysing the causes.

One day to build an onboarding journey spread across the first weeks, with a clear split of responsibilities between HR, the line manager and the team. Participants leave with an arrival countdown plan, a check-in template and the indicators that signal a new joiner is disengaging.

Learning objectives

  • Map the stages of the onboarding journey from offer signature to the end of the probation period
  • Allocate responsibilities between HR, the line manager and the team
  • Prepare the new joiner's equipment, workspace and administrative set-up
  • Conduct check-in reviews and gather the new joiner's feedback
  • Identify signals of disengagement and act before the relationship breaks down

What makes this programme different

An arrival countdown plan is built role by role from the moment the offer is signed
Check-in reviews are simulated, including the one announcing the end of a probation period
Participants analyse their own early departures and draw practical corrective measures

Programme

1Before the Arrival

Making use of the waiting period

  • Keeping in touch between offer signature and day one
  • Preparing equipment, administrative formalities and IT access
  • Informing the team and appointing a designated buddy
  • Detailed programme for the first week

2The First Weeks

Making the role manageable quickly

  • Welcome sequence and presentation of the business context
  • Knowledge transfer and the role of the designated buddy
  • First assignments entrusted and the level of performance expected
  • Frequency of check-ins with the line manager

3Retaining and Measuring

Turning probation into commitment

  • End-of-probation review and the confirmation decision
  • Signals of disengagement and possible responses
  • Collecting feedback and putting it to use
  • Indicators of successful onboarding

Who is it for

HR managers and officers, line managers welcoming new joiners, and designated buddies or mentors responsible for workplace guidance.

Prerequisites

No prerequisites

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.