To harness the knowledge, skill and ability of the workforce demands that companies are intentional about human resource practices and processes, not only to retain workers but also equip them to maximise employee output. Critical among these practices is Onboarding. This research investigates how knowledge is transferred during onboarding in organisations in the post covid era, focusing on organisations that heavily rely on employee knowledge to gain a competitive advantage. For such organisations, business success depends on the unique knowledge and skill sets of their employees. The study employs a qualitative research strategy with a case study method to enable an in-depth examination of the subject in an organisation. Data were collected through semi-structured interviews with a purposive sampling of employees, managers, and HR professionals, as well as through organisational materials. The interviews were conducted remotely via Microsoft Teams, with measures taken to ensure data quality and adhere to ethical principles, including participant anonymity and consent. The findings highlight the need to reorganize company induction manuals, standardize procedures for role-specific onboarding, and establish mentorship programs to improve knowledge transfer during onboarding after covid. These changes can enhance organisational knowledge transfer processes, leading to more effective operations and improved onboarding experiences for new employees in the post-Covid era.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:du-48718 |
| Date | January 2024 |
| Creators | Yürek, Elif, Adjoa Taylor, Rebecca |
| Publisher | Högskolan Dalarna, Institutionen för kultur och samhälle |
| Source Sets | DiVA Archive at Upsalla University |
| Language | English |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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