Onboarding e-learning
Allow new employees to work independently faster
Good onboarding starts before someone has to figure everything out for themselves. Maxcademy translates organisational knowledge, processes, systems, safety and culture into interactive onboarding that new employees can follow independently and at the right moment.
Preboarding · role-specific learning paths · video · virtual tour · scenarios · minigames · product knowledge · LMS-ready
From first day to first success
Use live time for questions, coaching and practice. Information that every new employee needs repeatedly, can be offered in advance and digitally.
Stop telling every new employee the same story again
Managers and colleagues remain important in onboarding. But their time is more valuable for guidance and practice than for information that every new employee needs in the same way.
Onboarding varies by manager or location
Without a fixed basis, one employee receives a lot of information and another hardly any. Digital onboarding ensures a consistent core.
The first weeks contain too much information
New employees need to get to know people, processes, systems, safety rules and their own role at the same time. We dose that information in logical steps.
Managers repeat the same thing every month
Company introductions, procedures, basic knowledge and system explanations can largely be offered and reused digitally.
New employees start at different times
E-learning makes onboarding independent of a fixed training day and supports both small and large intakes.
Different roles require different knowledge
A shop assistant, team leader, office worker or specialist needs a different learning path. The basics can remain the same.
You want to know if important knowledge has been followed
In an LMS you can record progress, completion and where necessary test results for example for safety, compliance or systems.
Practical example: Kooyman
Getting to know the shop before the first working day
How do you prepare employees for a large shop environment before they actually stand on the shop floor?
For Kooyman, Maxcademy developed multilingual onboarding in which new employees get to know the organisation, customer focus, safety and the shop environment among other things.
A Matterport 3D tour makes it possible to walk virtually through the shop . This allows employees to explore the environment before their start and creates context for what they will later see on the work floor.
In addition, Maxcademy developed interactive custom mini-games, for example around recognising hazards and choosing the right personal protective equipment. The content is available in multiple languages, including English, Papiamento and where necessary Dutch.
View the Kooyman caseVirtual workplace
A physical environment can become part of the onboarding, so that employees already know where they will end up before their first shift.
Kooyman has 7 shops on 5 islands and nearly 650 employees: a context in which consistent, scalable training is extra valuable.
Onboarding is a learning journey, not an introduction day
Not everything needs to happen on day one. We divide the learning content over the moments when someone actually needs that knowledge.
For the first working day
Welcome, organisation, culture, practical information, expectations and possibly a virtual introduction to the workplace.
The first days
Safety, basic processes, systems, products, customer contact and important agreements for the role.
The first weeks
Role-oriented deepening, practical scenarios, product knowledge and skills that only become relevant when someone is at work.
Afterwards
Onboarding is about continuous learning: product training, compliance, systems, professional knowledge and further development.
Let live guidance be done where people excel
E-learning does not replace the manager, buddy or colleague. It actually removes repetitive information from their agenda.
As a result, live onboarding can focus more on questions, feedback, practice, workplace guidance and building relationships.
We can design the digital and human components together, so it is clear what someone learns independently and what actually happens on the work floor.
What can be part of onboarding e-learning?
Not every organisation needs the same onboarding. We choose content and working methods based on role, risk and practice.
Organisation & culture
Mission, working methods, values, colleagues and what newcomers can expect.
Safety & compliance
Important rules, risks, procedures and desired behaviour from day one.
Systems & processes
Explain digital systems, workflows and recurring actions in a task-oriented manner.
Customer focus
Use scenarios and examples to practice desired customer contact and behaviour.
Product & professional knowledge
The knowledge that someone needs to become increasingly independent after the initial onboarding period.
Virtual workplace
Explore the physical work environment in advance with photo, video, 360° content or a 3D tour.
We gather knowledge from the people who know the work.
HR or L&D knows what onboarding is needed, but the details are often spread across managers, experienced employees, operations, safety experts, and system experts.
Maxcademy interviews these Subject Matter Experts and delves into the working methods to the level that a new employee needs to understand. This way, we can determine which knowledge is essential, which information can come later, and where a practical example works better than another page of explanation.
We can provide Learning Design, scripts, multimedia, interaction, project management, revisions, QA, and technical delivery as one process.
From tacit knowledge to a solid foundation.
What experienced colleagues take for granted is often exactly the knowledge that needs to be made explicit for a newcomer.
One foundation, multiple learning paths.
Share general modules organisation-wide and then add role-, location-, or department-specific components.
Not everyone needs to follow the same onboarding.
A uniform foundation is efficient, but afterwards onboarding must remain relevant. Therefore, we design different routes as needed per role, department, country, language, or experience level.
This prevents employees from following long modules about information that has nothing to do with their own work.
This also makes onboarding easier to maintain: general content only needs to be updated once, while specific modules can change independently.
The same onboarding across locations and languages
For organisations with multiple countries, locations or languages, online onboarding is a way to maintain one quality level without losing the local context.
Text, voice-over, subtitles and interactive content can be translated and adapted. At Kooyman, for example, we developed content in English, Papiamento and, where necessary, Dutch.
This allows the organisation to offer the same core message, while employees learn in a language that fits their work environment.
Multilingual scalable
One learning concept, multiple language versions and, where necessary, local examples.
Progress visible
Use the LMS to assign modules, track completion and make important knowledge demonstrable.
Use your existing LMS or let us manage the learning environment
Maxcademy can develop onboarding directly in your learning environment or deliver modules as SCORM/xAPI. So you do not need to purchase a new LMS.
Do you not yet have a suitable learning environment? Then we can provide Maxcademy Learn or offer independent advice on an LMS that fits your organisation.
Frequently asked questions about onboarding e-learning
Yes. Preboarding can allow new employees to get acquainted with the organisation, workplace, practical information and expectations. Do keep in mind what is legally and organisationally appropriate before the official start date.
No. Digital onboarding is mainly suitable for consistent, repeatable knowledge. Managers, buddies, and colleagues remain important for guidance, feedback, social integration, and practical experience.
Yes. We can combine one organisation-wide foundation with learning paths per role, location, department, language, or experience level.
Yes. Especially knowledge that is relevant from the first working day, can logically be part of onboarding. Depending on the risk, scenarios, assessments, or separate mandatory modules may be appropriate.
Yes. PowerPoints, manuals, intranet pages, videos and existing introductions can serve as sources. We then determine which information belongs online and how it is best presented.
Yes. We can produce text, voice-over, subtitles and interactive content in multiple languages. Kooyman is a concrete practical example of this.
Yes. We can deliver modules as SCORM/xAPI for your existing LMS or work directly in the learning environment and also carry out the technical QA there.
Do you want new employees to start faster and more consistently?
Tell us how new employees are currently onboarded, what roles exist and where managers or colleagues spend the most time.
We help determine what can be digital, what should remain human and how both components form one logical onboarding journey.
Discuss your onboardingFaster to working independently
A solid digital foundation gives live guidance more room for the situations where human attention really makes a difference.