The diploma thesis is concerned with the topic of adaptation in organizations. The aim of the thesis is to analyse the view of technical and economic workers in automotive manufacturing organizations on the onboarding process. A partial aim of the thesis is to provide recommendations for the setting up of the process of adaptation of workers in the studied organization based on the identified views and preferences of the interviewed employees. The first part of the thesis initially summarizes theoretical foundations and defines adaptation in a general, broader context. Subsequently, it focuses on adaptation in corporate environment. It describes the importance of adaptation in the context of the labour marketand furtherfocuseson the phases,subjects,tools,and featuresofefficient,controlled adaptation in companies. To achieve the aim, a quantitative questionnaire survey was used in a selected manufacturing automotive organization. The results of the survey showed that the respondents attach high importance to successful adaptation and consider unsuccessful adaptation a reason for terminating their cooperation.A change of employment or position is viewed as a challenging life event by the respondents, therefore the organization should pay special attention to newcomers, which in the view of the...

Onboarding av nyanställda är den process som handlar om att integrera nya medarbetare in i organisationen för att öka organisationens produktivitet. Genom onboarding kan organisationen bland annat lära nyanställda medarbetare om deras nya arbetsuppgifter, organisationens normer och att få medarbetaren att bli en del av arbetsgruppen och organisationen. Användningen av digital onboarding tog fart vid Covid 19-pandemins start år 2019 och kom att påverka hur organisationer hanterade sin onboarding framöver. Då användandet av digital onboarding är ett relativt nytt fenomen som tagit fart sedan pandemins start behövs kunskap om hur digital onboarding kan bidra till att de nyanställda upplever känslan av tillhörighet. Syftet med studien är därför att få en djupare förståelse för hur nyanställda upplever känslan av tillhörighet vid digital onboarding. Studiens valda metod är kvalitativ och har inspirerats av en fenomenologisk ansats. Åtta semistrukturerade intervjuer hölls med respondenter från den utvalda organisationen. Det empiriska materialet har sedan analyserats med inspiration av fenomenologisk analysmetod och har genomförts i fem steg. Resultatet påvisar att information, feedback, en närvarande chef samt möjlighet till digitalt relationsskapande kan bidra till att nyanställda upplever känslan av tillhörighet vid digital onboarding. Resultatet visar på hur organisationer kan skapa bättre förutsättningar för nyanställda under digital onboarding. / Onboarding of new employees is the process that involves integrating new employees into the organization to increase the organization's productivity. Through onboarding the organization can, among other things, instruct newly hired employees their new tasks, educate them about the organization's norms and values and helping the employees to become part of the working group and the organization. The use of digital onboarding took off at the start of the Covid-19 pandemic in 2019 and came to affect how organizations handled their onboarding in the future. As the use of digital onboarding is relatively a new phenomenon that has gained momentum since the start of the pandemic, knowledge is needed about how digital onboarding can contribute to new employees experiencing the feeling of belonging. The purpose of the study is therefore to gain a deeper understanding on how new employees’ sense of belonging is affected during digital onboarding. The study's chosen method is qualitative method and it has been inspired by a phenomenological approach. Eight semi-structured interviews were held with respondents from the selected organization. The empirical material has been analyzed with inspiration from a phenomenological analysis method and has been carried out in five steps. The result show that information, feedback, a present manager and the opportunity for digital relationship building can contribute to newly hired employees experiencing the feeling of belonging during digital onboarding.The result indicates how organizations can create better conditions for new employees during digital onboarding.

Process of adaptation is an important period of a life cycle of an employee in every organization. This period, during which the employee is getting to know the organization, its culture, role, colleagues, and their own workload, often determines whether the employee stays with the organization or not. It is a difficult period, the employee is acquiring new skills and know-hows and adjusting to a new colleagues and environment. The difficulty of this period can be lowered with a well set and professionally managed systematic onboarding process. Onboarding process is what this thesis focuses on, it engages with general aspects as well as with evaluation of the onboarding process in a home organization of the author of this thesis. Said organization sees an onboarding manual as an important part of the adaptation process. A draft of such manual is a part of this thesis. Theoretical part of the thesis introduces fundamental fields necessary for complex understanding of the issues of training of new employees in organizations. The themes of adaptation and onboarding process are also introduced as well as education of new employees and mentoring as one of the education methods. Other themes described are the change management as well as the employees' onboarding manual. The concept of the theoretical...