Gamfi for HR · Module
An onboarding system that shortens the time it takes a new hire to work independently
In the Gamfi platform, onboarding follows a set path: tasks, training, meetings and documents form a single process, and reminders run themselves. HR and the manager see progress at the same time, and every role, location and employment type can have its own path.
They improve their results with us
How it works
From signing the contract to working independently – one process instead of emails, spreadsheets and chasing people.
- 1
Build onboarding paths
Tasks, training, meetings, documents and tests – separate paths per role, department and location.
- 2
The new hire starts before day one
Preboarding engages them from the moment they sign: a welcome, paperwork online, getting to know the company and the team.
- 3
Reminders run themselves
An overdue task goes back to the employee, then to the manager, and finally to HR – nobody has to run every onboarding by hand.
- 4
You see progress and results
Each person's progress in real time, and at company level – time to independence and new-hire turnover.
More, because it is one system
Onboarding tools stop at a completed checklist. In Gamfi, onboarding leads to a result.
Onboarding turns into goals and motivation without changing tools
The new hire sees their first goals in the same place where they finish onboarding, and points for progress come from the same pool as the rest of the company's programmes.
The same path after a promotion or a return to work
A role change, a return after a long absence and joining a new team run on the same engine you use to onboard new hires – without building the process from scratch.
A view from the whole company down to a single site
The HR director sees the whole network, the regional manager sees their branches, and the store manager sees their onboardings – all in one dashboard, without piecing the picture together from spreadsheets.
early turnover of sports advisors at Decathlon
−10 p.p.
From 44% to 34% in the first 6 months of employment, after rolling out onboarding in Gamfi.
Read the case study →Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
Everything you expect from an onboarding tool – in a system where, alongside path progress, you also see time to independence and new-hire turnover.
Onboarding paths
- Paths per role, department and locationa shop advisor, a head-office analyst and a warehouse worker onboard differently
- Separate paths for employment typesa different set of steps for an employment contract than for a civil-law contract
- Roles in the process: manager, buddy, HReach role has its own tasks and its own reminders
- Mass start for a whole groupyou launch everyone starting in stores in September with a single action
- Automatic reminders and escalationsan overdue task goes back to the employee, then to the manager
- An hour-by-hour plan for day onewho greets them, where they go, what happens in what order
- Onboarding after a promotion or a return to workin requirement matrices: reboarding and crossboarding
- A task for IT with a reminder and a statusif your system sends a signal, the step closes itself – connected during rollout
Before day one
- A welcome right after signinga message from the manager and the team, a plan for the first week
- Paperwork completed from homedetails, declarations and consents, at their own pace, from a phone
- Access without a company emaila link by SMS or a private email address – the company account does not exist yet
- A readiness view for day onewho has everything, who is missing one declaration
- You can see who has not logged in before day onea task status, not a judgement on the person – you still have time to call
Documents and paperwork
- Personal data and consent formsthe employee enters their details once, in one place
- Documents generated from a templateform data flows into the document automatically
- Electronic signature for starting documentswe match the type of signature to what you are signing
- A complete set of documents as a path steponboarding does not move on while a declaration is missing
- Reminders about what is missinggo to the employee and the manager, without phoning down a list
Training and knowledge checks
- Micro-lessons and video in the pathknowledge delivered in small doses during onboarding
- A knowledge test with a pass thresholda question bank, a time limit, a number of attempts
- A certificate after passinga numbered file for the employee's records
- Courses in SCORM formatyou upload material from your existing training system without reworking it
- Mandatory training as an onboarding stepHealth-and-safety and GDPR training, with a record of who passed and when
The people around the new hire
- A buddy assigned in the processwith their own tasks, not just a name on a list
- 1:1 meetings built into the paththe meeting lands in Google or Microsoft Calendar
- Tasks for the managerpreparing the team, a check-in after a week, a readiness assessment
- Short mood surveys during onboardingan aggregate result for the group, with an anonymity threshold
Onboarding progress and results
- A progress dashboard for HR and the managerboth see the same thing, without exchanging spreadsheets
- Time to independence per role and regionyou define the moment of independence yourselves: a passed test, manager confirmation, or both
- New-hire turnover alongside onboarding progressyou can see whether onboarding actually keeps people
- Drilling down from the whole company to a single sitethe same dashboard for head office and for the store
- AI-written dashboard summarieswhat has changed and where to act, in a few sentences
Motivation during onboarding
- Points for completed path stagesthe most fragile weeks get some fuel
- A points wallet and a rewards cataloguethe same points as in the company's other programmes
- A learning leaderboard based on pointsshared across the platform, and it includes onboarding steps too
- Goals from day oneonboarding turns into everyday work without changing tools
Data and system access
- Employee import from a filewith an error report for every row
- API and webhooks for data exchangeyour HR system stays where it is
- Organisational structure: company, branch, locationyou point a path at a branch of the structure, not at a list of names
- Access from a phone through a browserwithout the employee installing anything
Common questions
Open the one that applies to you.
Can a new hire without a company email or a computer get into the system?
Yes. The employee logs in with a link sent by SMS or to a private email address, from a phone, through a browser – they do not need a company account or to install an app. That is the situation for most people in retail, logistics and hospitality on day one.
Does every role need its own onboarding path?
No. Usually one common framework covers the whole company, and you add the differences per role, department and location as separate path modules. Decathlon started with one framework and four separate paths for the roles that differ the most.
Will Gamfi replace our HR system?
It does not have to. Onboarding works alongside your HR system – we exchange data through the API and file imports, so employee records stay where they are today. Payroll and HR administration is a separate area of the Gamfi platform, and it comes in only when you decide to move it.
What if our managers do not use it?
That is the most common reason onboarding falls apart, so we do not leave it to reminders. The manager gets a specific task with a deadline, not a request to log in to the system. A backlog escalates upward and is visible on the HR dashboard – you know which stores the process has stalled in before the probation period ends.
Can we sign starting documents electronically?
We set up an electronic signature as part of onboarding, matched to your list of documents. A simple signature is enough for declarations and consents. An employment contract requires written form, which in electronic form only a qualified signature satisfies – in that case we point you to a provider of that signature before you sign the contract with us.
How long does rollout take, and what do you need from us?
The application is live at your company within a day. Rolling out the first processes usually takes 3–4 weeks, and the pace depends mainly on how quickly we exchange information. From your side we need: a description of how you onboard people today, a list of starting documents, any training material you already have, and one person deciding on the shape of the process. You upload employees and the structure from a file, and you move video, PDF, presentation and SCORM material across directly.
What language does the platform run in?
The interface is in Polish and English, and we add another language for your team's needs as part of rollout – that matters where part of the workforce does not speak Polish. You write path, document and training content in any language, because it is your material.
What determines the price?
Price depends on a few factors: the number of participants, the scope of modules and the scale of rollout. We are happy to go through the details on a call and in further contact.
For your IT team
The shortest version of the answer for security and integration teams.
- ISO/IEC 27001:2022 – the certificate scope covers onboarding processes and employee experience
- We set up data exchange with your HR system during rollout; at the start, data comes in through a file import
- Company login (SSO), automatic accounts (SCIM), role-based access control
- An immutable event log, data hosted in the EU