Onboarding is a process that allows the employee to fully understand the values, principles and objectives of the company. It is aimed at new employees and employees occupying a new role within the company. This helps to understand what the company expects from the employee. An onboarding process gives the employee a clear vision of the company and gives him all the information necessary to fulfill his role.• It helps the employee to work efficiently in a short period of time, following the advice given.• It helps motivate a person by giving them an understandable level of knowledge to do the job.• An onboarding process helps them expand their skills.• It gives the employee a feeling of welcome, so that the employee feels valued.• It reduces the attrition rate, which leads to additional cost for the company.• Improves the quality of the workforce and workplace.• An integration explains all the legislation at employee.• The employee understands his role within the company.• The employee will follow the values ​​and rules of the company.• 1.2 Procedure for organizing integrationAn integration process must be prepared for each employee on on an individual basis. The integration process within our company lasts at least 12 weeks. Onboarding should consist of 5 main steps:1. Before the start.• The company informs the employee about his role.• The manager informs the employee and human resources of the start date.• Human resources will send the employee an integration file containing: A welcome letter, an employment contract, an employee handbook, a list of occupational health information and an onboarding task list. Included in the pack is a copy of the manual handling training and all relevant company policies. : To give a good evaluation to an employee.• Negative feedback: To give an employee an evaluation explaining necessary improvements. When receiving constructive feedback, people tend to react in different ways: • Denial • Emotions • Justification • Acceptance • Change When giving good feedback regarding coaching, we need to be specific. We should give an example of how someone else does it. It should be stated how long it will take to make improvements. We must avoid criticism during feedback because it could break the good relationship between the coach and the mentor. Constructive feedback provides an opportunity for discussion after the person has received feedback. More information relating to the onboarding process can be found on the company intranet..