Gamfi for HR · Solution
Give onboarding the same rhythm in every location
In Gamfi you measure what actually counts in onboarding: after how many days a new hire does their job on their own. Not the number of courses completed.
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.
Znasz to?
The three situations we hear about most often from HR and L&D teams.
Onboarding fades out after the first week?
The first days are planned; after that the new hire waits for someone to have a moment.
Every location onboards its own way?
The same process on paper; in practice it depends on who has time.
No idea how long it takes to reach independence?
You know how many people finished the training. That is a different number.
Every extra week on the way to independence is a week of full pay at partial output – plus the manager's time spent answering the same questions over and over.
What changes
The same body of knowledge to pass on – a different route and a different time to get there.
−10 p.p.
The drop in new-hire turnover at Decathlon after onboarding was put in order – the same mechanism shortens the way to independence.
We will publish our own measurement of shortened time to independence once we have gathered the data at a customer and have their written consent.
How we do it
We build this outcome from these platform modules:
Onboarding
A path that leads a new hire at the same rhythm in every location.
See the module →Learning and development
Knowledge in short doses, added exactly when the job calls for it.
See the module →Preboarding
Paperwork before the start, so that day one is about the work.
See the module →Onboarding documents and e-signature
Documents signed online – they do not eat into the first week.
See the module →Skills and career paths
You can see exactly what is still missing for independence in a given role.
See the module →HR analytics (live dashboards)
Days to independence measured by role and by location.
See the module →Take this further inside your company
You do not make this decision alone – here is one sentence for each person at the table.
For finance
One week less to independence times the number of new hires a year – that is the output you win back, counted at your own rates.
For managers
The new hire has the knowledge to hand, so their manager is not repeating the same answers.
For the board
A measure visible by region – it shows where the organisation loses pace when onboarding new people.
Common questions
Open the one that applies to you.
How do you measure independence?
We agree the measure with you before the start – most often it is the point at which someone performs the full range of tasks unaided, confirmed by their manager and by passed knowledge checks. It is counted on your data.
Do we have to prepare all the training material?
Not from scratch. We use what you already have, and we can generate test questions from your documents – that is usually the fastest way to a first path.
What about people who work shifts?
Onboarding runs on the phone and in the rhythm of shift work, and training slots can be matched to the rota, so that nobody calls people in on a day when half of them are off.
How long does this take at our company?
The first onboarding path is built to a schedule we agree at the first meeting – we usually start with one role and extend to the next ones.