The journey from an organizational outsider to insider - Onboarding processes at three sites in the global company Aptiv
Examensarbete för masterexamen
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|Type: ||Examensarbete för masterexamen|
|Title: ||The journey from an organizational outsider to insider - Onboarding processes at three sites in the global company Aptiv|
|Authors: ||Darvelid, Julia|
|Abstract: ||Today’s labour market is more globalized and rapidly changing than ever before.
In the engineering area there is a high demand on skilled workers for complex roles
which makes it important for companies to attract and retain employees. One
big part in making sure that employees stay is an efficient and well-functioning
Aptiv is a global company operating in the car industry working on software solutions
for autonomous driving, among other things. During the last year a journey
towards One Aptiv has begun, where the harmonization of onboarding across the
sites is one step.
This thesis aims to firstly map the onboarding processes at three Aptiv-sites, in
Gothenburg, Krakow and Wuppertal, and secondly to exemplify informal aspects
connected to said onboarding. Thirdly the results from these questions are analysed
to see how Aptiv facilitates the journey from organizational outsider to insider, from
the perspective of the organizers of the onboarding.
To fulfill this aim a method divided into two phases was created. In phase 1 the
onboarding process at each site was mapped, and this was done through review of
site-specific documents and interviews with all responsible parties. In phase 2 the
informal structures were examined by six interviews, three with managers and three
The results in phase 1 show a similar division of responsibilities between the organizers,
consisting of human resources, managers, trainers and mentors. However, the
execution and content differs, for example regarding role distribution and amount
of activities. This was investigated further in phase 2 using the data driven themes
of organization, SFO-role and mentorship.
All three sites have onboarding processes in place to take care of new employees, but
there are gaps where improvement is desirable. Three key areas for improvement
were identified: expressing expectations, syncing the onboarding between and within
sites, and increasing the support for mentors.|
|Keywords: ||Onboarding;organizational socialization;Aptiv;mentorship;communities of practice|
|Issue Date: ||2020|
|Publisher: ||Chalmers tekniska högskola / Institutionen för vetenskapens kommunikation och lärande (CLS)|
|Collection:||Examensarbeten för masterexamen // Master Theses|
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