Syftet med denna studie var att undersöka upplevelsen av en digital onboarding-process. Studien genomfördes genom en kvalitativ metod där åtta semistrukturerade intervjuer genomfördes med intervjupersoner som hade genomgått en digital onboarding-process under de senaste 24 månaderna. Materialet från datan som insamlades transkriberades och analyserades utifrån Braun & Clarkes (2013) sexstegsmodell för en induktiv tematisk analys. Utifrån analysen hittades tre huvudteman varav ett huvudtema hade två underteman. Första huvudtemat var Att lära sig nya arbetsuppgifter med underteman Tillgänglighet och Kommunikation, andra huvudtemat var Företagskulturen, sista huvudtemat var Sociala kontakter på arbetet. Resultatet i studien visade att det har varit svårt för intervjupersonerna att ta del av alla relevanta delar som ingår i en onboarding-process när de har genomgått den digitalt. Exempelvis har det varit problematiskt att skapa sig en uppfattning om företagskulturen, att lära sig nya arbetsuppgifter samt att lära känna sina nya arbetskollegor på djupet. / The purpose of this study was to investigate the experience of a digital onboarding-process. The study was conducted using a qualitative method where eight semi-structured interviews were conducted with interviewees who had undergone a digital onboarding-process in the last 24 months. The material from the data collected was transcribed and analysed based on Braun & Clarke's (2013) six-step model for an inductive thematic analysis. Based on the analysis, three main themes were found, of which one had two sub-themes. The first main theme was Learning new tasks with subthemes Accessibility and Communication, the second main theme was Business culture, the last main theme was Social contacts at work. The results of the study showed that it has been difficult for the interviewees to learn the relevant and important elements involved in an onboarding-process when they have undergone it digitally. For example, it has been problematic to get an idea of the company culture, to learn new tasks and to get to know their new colleagues in depth.

Which solutions exist within the blue collar industries in Sweden and Norway today for conveying safety information to its employees? How may one re-design an understandable onboarding process to a digital app for Swedish-speaking blue collar workers? This study set out to research these questions, collaborating with Inphiz Technologies AB, a SaaS company in Stockholm, Sweden who has created a digital service to manage and automate legislative and regulatory compliance data in blue collar industries. The objective of the study was to answer the research questions and to create a design proposal for the users first steps into the Inphiz app through an onboarding process. Qualitative research methods were conducted throughout a design process with a PACT framework and a case study approach from March 13th to May 25th 2023, in different parts of Sweden. The collected data was aggregated and analysed through affinity diagrams. Results from the analysis showed clear patterns of the workers difficulties in following through with legislative and regulatory compliance due to a dissonance between internal and external demands. Blue collar workers within the construction industry worked under conditions where a trade-off between security and economy existed. However, engagement through all levels of the organisation supported the maintaining and cultivation of a safety culture, affecting the behaviours and attitudes of the employees. Digital tools concerning compliance and communication were moreover perceived as beneficial to the organisation, but in companies where they were present, the onboarding of the employees demanded a lot of resources and convincing of the tools benefits. Furthermore, having users finding the aha moment early the digital prototype and using explorative learning made them realise the benefits of the app. As a summary, this paper gives perspective on the organisational and environmental context of a blue collar worker with regards to safety information and how cognitive strategies can improve the onboarding UX of a digital app. Recommendations in carrying out similar research would be to increase the level of user participation.

Sweden’s healthcare sector faces a significant challenge due to the increasing life expectancy and aging population. This is exacerbated by the anticipated decrease in the working age population, creating extended competency supply challenges for municipalities and regions. Simultaneously, there is a demand for digitalization and the use of digital tools, which entails new challenges for municipalities and regions to manage. This study aims to investigate the current education strategy of a medium sized municipality within the health care sector, referred to as Kommun X, to identify how the education process can be structured and how digital tools can contribute to a more qualitative process. The data collection method utilized in this study is semi-structured interviews, which is in line with a qualitative approach. Moreover, the study incorporates an expert interview that has been analysed alongside the other data sources. In our findings, we propose an approach that combines digital tools with physical meetings. To enhance the structure and accessibility of the education we recommend implementation of a learning management system (LMS) which is compatible with mobile devices. Furthermore, we suggest establishing designated responsibility and support materials for the education. A concluding suggestion is that Kommun X consider the use of VR technology for educational purposes to integrate more interactive experiences for employees.

The purpose of this study is to investigate and deepen the understanding of onboarding processes with digital elements within an IT-consultant firm. In this study we also discuss opportunities and challenges with digital onboarding from the perspective of both the employee and the employer. In today's society companies invest a lot of resources to find the best future employee. Effective onboarding programs can ensure that the time and money spent during the recruiting process are well invested. Furthermore, onboarding programs can result in higher productivity and well-being. The digital world we now call our home is affecting our everyday work lives and has been crucial for distance work during Covid-19. Even though digital onboarding has been a known phenomenon for several years, the pandemic left organisations with no choice but to digitalise their onboarding programs. Therefore this study also aims to provide new insights about digital onboarding and the perception of employees that onboarded during this period.  The results show that digital elements can provide the employee with crucial information before entering the workplace for the first time, which reduces anxiety. Thanks to today’s technology it’s possible to use certain features that enhance the usability and the E-learning experience. Furthermore, the digital elements create unique challenges when it comes to social aspects, adaptation of culture and knowledge sharing. This means that certain activities, such as workshops and team building exercises, are more effective in a physical workplace setting rather than through digital technology. Finally the study provides new findings such as the importance of socialisation and cultural adaptation for decreasing drop-outs within IT-firms.

To integrate new employees into organizational norms, expectations and work-related procedures, organizations use onboarding with varied results. In 2020, Covid-19 forced organizations to have their employees working from home, if possible, to reduce the spread of the virus. Many organizations were caught off guard by this, as processes and routines, including onboarding processes, suddenly had to be performed in a distributed way through virtual means, which to many led to unforeseen consequences. The purpose of this study was to examine how new employees were affected by going through a distributed onboarding process, as well as how their continued distributed working circumstances changed. The purpose was also to contribute points of improvement for the studied organization, grounded in the study’s results combined with prior research on the topic of onboarding. Nine interviews were conducted with employees hired in the span of 2020-2022 in the Nordic part of a global organization where 250 employees work distributed in offices spread across Norway, Sweden, Finland, and Denmark. The results show varying challenges in relation to the participants’ experiences of distributed onboarding processes, where feedback, information sharing and gathering, relational aspects, communication, insiders, organizational culture, and role clarity were all affected in part by the distributed conditions, as were individual factors. The study contributes insights around the subject of distributed onboarding for the organization, but also gives a direction for further research to reach a deeper understanding of how organizations and individuals are affected by distributed conditions.

As system environments become more complex, digital onboarding plays an increasingly vital role in helping new hires adapt to their digital surroundings. However, the user experience for new employees during digital onboarding in the workplace remains understudied compared to non-digital onboarding. In this Research through Design project spanning almost five months, we investigated the key aspects of digital onboarding that impact new hires' user experience and devised strategies to overcome challenges posed by fragmented systems. Through interviews and vast data collection at a tech company, “Company X”, in Sweden, we identified pain points in the current digital onboarding process. Creative methods were employed to address these challenges, resulting in the creation and testing of a high-fidelity prototype. Feedback from new hires indicated that several of their experienced challenges had been successfully addressed. This study provides valuable insights for improving digital onboarding and user experience in fragmented system environments.

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.