1 IntroductionThe aim of this assignment is to develop an understanding of onboarding and coaching in the workplace. New employees must be integrated into the workplace to ensure that they are able to work safely and effectively from the moment they join the Organization. The success of an organization depends on the skills and abilities of its employees. To carry out my mission, I took into account a number of factors. The benefits for the person and the organization of the integration procedure. What the procedure is for integration  What support is available for new employeesTo carry out this process, I used a number of research and investigation methods. This involved identifying the current onboarding process within Romec Ltd whilst taking into account external factors eg ACAS, CIPD. I developed an integration plan based on a coaching model. The plan can be used to both onboard new employees and coach existing employees with the goal of building trust and improving performance in the workplace.2 Understand how to integrate new members into the team2.1 The benefits of onboarding According to the ACAS factsheet, Recruitment and Onboarding, a good onboarding program reinforces positive first impressions and makes new employees feel welcome and ready to contribute fully. Most labor turnover occurs among new employees, and work efficiency is only achieved after a period of learning and adaptation to the new environment. By planning an onboarding program, the organization can quickly build on the positive attitude of the successful candidate. A good onboarding program will create a positive perception of the organization, promoting behaviors, values ​​and g...... middle of paper. ..... guide the recipient to the change phase, but you can contribute to the process by giving your feedback. Based on this model, however, we can help prepare the employee to receive feedback by providing them with the opportunity to put it into practice. to receive constructive feedback Listen to the feedback rather than preparing your defense/response. Ask for it to be repeated if you have not heard or are unclear about the feedback received. Assume it is constructive until proven otherwise, only then think and use those elements that are constructive. Pause and think before responding. Ask for clarification and statements/evidence if statements are unclear or unsupported. Accept - them in a positive rather than dismissive way. Ask for suggestions on ways you might change or modify your behavior. Respect and thank the person giving the feedback.