™Employee onboarding that gets a new hire to useful work sooner
For HR and L and D teams onboarding people across locations. Company orientation, role and process learning, policy completion and a knowledge check run as one journey with deadlines, and the hiring manager can see where every joiner has reached.
What we can show you today
No verified onboarding metrics are published yet, so this section is delivery evidence rather than results: what the platform does, and how a rollout actually runs.
- Languages
- The induction is produced in the Indian languages your joiners read comfortably, from one approved source document rather than a separate project per language.
- Offline
- Modules download on wifi and play without connectivity, so a plant, branch or field joiner is not blocked by signal on their first week.
- Launch
- Implementation is included in every platform licence: discovery and design, configuration and branding, a pilot cohort, then rollout with 90-day hypercare.
- Record
- Policy completion, assessment scores and certificates export for the HR file and for an audit.
Where onboarding leaks time
Onboarding is usually one busy day, followed by a folder of documents and a manager answering the same question for the fourth time this month.
Day one is talks, day two is a folder
Orientation happens live, once. Everything after it sits on a shared drive nobody opens twice, so what a joiner retains depends on who inducted them.
The same explanation, over and over
Line managers walk every new joiner through the same process by hand. That is expensive time, and it produces a slightly different answer each time.
Policy sign-off lives in a spreadsheet
Someone chases acknowledgements by email and keeps a list. When an auditor asks who accepted which version of the policy and on what date, a list is not evidence.
Nobody knows where a joiner has reached
Progress sits in the new hire's inbox. The manager finds out at the probation review that half of the induction was never done.
What good onboarding looks like
Every joiner gets the same induction, in a language they read comfortably, in a set order, with a deadline attached and a person accountable for it.
- One journey per role, assigned the day the joiner is created
- Orientation, role learning and process learning in sequence, with deadlines
- Policies read, acknowledged and certificated, with the document version recorded
- A knowledge check before a joiner is signed off as ready, rather than a feedback form
- Reinforcement in the following weeks, aimed at whatever the check showed was weak
- One progress view that HR and the hiring manager both work from
How MobiLearn runs onboarding
The induction pack you already have is the input. Nothing has to be written from scratch to start.
- Turn the induction pack into a journey. Point MobiLearn at the orientation deck, the role SOP and the policy documents. It drafts micro-lessons, quizzes and flashcards, and your reviewer approves before any of it reaches a joiner.
- Produce it in the languages your joiners read. The same approved source becomes regional-language versions with voiceover and subtitles, so a branch joiner in Coimbatore and one in Indore get the same induction.
- Assign it on the day they join. Journeys attach to a role or an organisational unit, with deadlines and manager escalation. With HRMS synchronisation the joiner is created and the journey starts without an administrator touching it.
- Check understanding rather than attendance. Topical and scenario questions with a pass threshold, then follow-up questions later to see what survived the first fortnight.
- Show the manager where each joiner has reached. Completion and assessment views by cohort, team and location, with nudges for anyone who has stalled and escalation when a deadline passes.
What you need, and what produces it
Read this as the requirement first. The capability only matters because of the column on the right.
| Business requirement | MobiLearn capability | Operational benefit |
|---|---|---|
| Day-one readiness | Structured journeys with deadlines and manager escalation | A joiner knows what to do in what order, and nobody has to remember to send it |
| Policy sign-off on record | Policy completion tracking with document versions and certificates | Evidence of who accepted which version, exportable on the day it is asked for |
| Proof the joiner understood the process | Knowledge checks with pass thresholds and follow-up questions | Sign-off rests on a score rather than on attendance |
| Manager visibility without chasing | Progress dashboards by cohort, team and location | The probation conversation starts from data both sides have already seen |
| The same induction in every location | One approved source, produced in regional languages | A joiner at a plant gets what a joiner at head office gets |
What each person sees
Three people use this and they want different things from it.
The new joiner
- A short journey on their own phone, in their own language
- Micro-video and flashcards rather than a folder of documents
- Offline access on the commute or on site
- A visible list of what is done and what is left
The hiring manager
- Who has started, who has stalled, who is past the deadline
- Escalation when a deadline slips, without asking HR
- Assessment scores before the probation conversation
- No more repeating the same process walkthrough
The administrator
- Journeys assigned by role or unit rather than by hand
- HRMS synchronisation so joiners and leavers look after themselves
- Certificates and completion exports for the HR file
- One place to update the induction when a policy changes
What it looks like in the product
Two of the screens an HR team works from during a rollout.
Illustrative screens with sample data, for approval. They are replaced with live MobiLearn captures before launch.
Customer story
The onboarding story publishes here once it is verified
A named customer story, with the cohort size, the period and how the change was measured, goes here as soon as one is approved for publication.
Until then this space stays empty rather than borrowing somebody else's numbers. If you want evidence before that, ask on the demo and we will walk you through a live account with the customer's permission.
Implementation and integrations
Onboarding touches the HR stack more than any other learning programme, so this is where the integration work pays back fastest.
- Single sign-on
- Joiners use the credentials they were given on day one, with no separate learning password to lose.
- HRMS synchronisation
- New joiners, roles, locations and exits flow in, so journeys start and stop without an administrator maintaining a list.
- APIs and SCORM
- Induction packages you already own can be carried across rather than rebuilt.
- Migration
- Completion history and certificates from your current system move with you, with a test migration, a parallel run and reconciliation before cutover.
- Managed help
- Instructional design, video production and learner support are separate services, bought only if your team wants them.
What IT and the data owner will ask
Joiner records are personal data, and the people who sign off the rollout ask where that data lives before they ask anything else.
- Shared cloud, dedicated cloud, your own cloud account, private VPC or on-premise
- India region data residency where you require it
- Role-based access, so a manager sees their own team rather than the organisation
- Single sign-on, so leavers lose learning access with everything else
- Certification status for VAPT, ISO 27001, SOC 2 Type 2, DPDPA and GDPR published exactly as it stands
Onboarding questions buyers ask
How quickly can a new joiner start learning?
On the day they are created in the system. Journeys attach to a role or organisational unit, and with HRMS synchronisation the assignment happens without an administrator doing anything.
Can onboarding run in more than one language?
Yes. One approved source produces regional-language versions with voiceover and subtitles, so joiners across locations get the same induction in a language they read comfortably.
What evidence do we get that a policy was accepted?
Policy completion is recorded against the learner and the document version, with certificates and exportable reports for the HR file or an audit request.
Does it work for joiners without a company laptop?
Yes. MobiLearn is mobile-first and works offline. Modules download on wifi and play without connectivity, and progress syncs when the phone is next online.
Do you handle buddy assignment or coaching?
No. MobiLearn covers the learning half of onboarding: journeys, policy completion, assessment, reinforcement and progress visibility. Buddy assignment and coaching workflows are not part of the product, and we would rather say so than imply them.
Bring your induction pack to the demo
We take one document from it, turn it into a course, assign it to a test cohort, and show you the progress view a hiring manager would open on a Monday morning.