Employee onboarding
Onboarding starts on its own after hire: a first-days plan, documents, courses and reminders for the new hire, the mentor and the manager.
TapHR is used by
100+ companies
Set it up once — every new hire goes through it automatically
Documents, access and a welcome email are ready in advance
A plan for the day, meeting the team, first tasks
Required courses, mentor meetings, the first survey
Probation goals and a meeting with the manager
The first weeks decide whether a new hire stays: without documents, access and a mentor ready, early turnover goes up.
TapHR starts onboarding as soon as a candidate in the ATS gets the “Hired” status: tasks, documents, reminders and courses on the learning platform are assigned automatically.
01
A scenario for each role and department: the employee profile, tasks, documents, messages and required courses are assigned without HR lifting a finger.
02
HR and managers see who is at which stage, which tasks are overdue and how new hires rated their first week.
OnboardingNew employee onboarding plan: what to do before day one, on the first day and through the end of probationFive onboarding stages, who owns what, and a ready-made checklist by role that you can copy and adapt to any position.
EngagementEmployee turnover: the formula, a worked example and what to do when people keep leavingHow to calculate overall and early turnover, when the number becomes a red flag, and the four tools that actually keep people from leaving.
LearningLMS for employee training: how to launch corporate training in a monthHow an LMS differs from a folder of videos and a work chat, a week-by-week launch plan, which courses to build first and how to tell whether training pays off.
