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Summary:The current onboarding process at ENERCON APAC involves several steps, including receiving new hire information, creating SAP codes and VN IDs, informing hiring managers and stakeholders, preparing labor contracts, and conducting HR orientation. The process takes around 60 days, and new hires are welcomed and introduced to the organization through office tours for white-collar employees and site tours for blue-collar employees. Company policies and procedures are introduced through HR orientation, and new hires are connected with key stakeholders through teammate connections. Training is provided on various topics, including travel management and business trip expense claiming process training. There is no specific mentoring or support program, and the probation period is 60 days. Follow-up sessions are conducted after a certain period, and compliance with labor laws, health conditions, criminal records, and professional education background is ensured.Documents:The current onboarding process involves several documents, including email templates sent to new hires, internal work instructions, and external compliance regulations. The documents are stored in an Excel sheet, and all required information is collected and filed for each new hire or transferred employee.Challenges:The current onboarding process lacks standardization, integration of HSE departments, and a supported program. Follow-up checks with hiring managers and new hires/transfers are also lacking.Recommendations:To improve the onboarding process, ENERCON APAC could consider standardizing the procedure, documents, and integrating HSE departments. A supported program and regular follow-up checks with hiring managers and new hires/transfers could also be implemented.