First impressions at work stick. A new hire who spends day one waiting for a laptop and hunting for the right person starts doubting the decision. A simple, repeatable checklist prevents that.
Before day one
HR
- Send the offer letter and collect the signed copy.
- Collect documents: ID and address proof, PAN, bank details, education and previous employment records, photographs.
- Create the employee record, employee ID and payroll profile.
- Share joining details: date, time, address or video link, dress code, who to ask for.
IT / admin
- Laptop, email, and access to the tools the role needs.
- ID card, desk or seating, access card.
Manager
- Plan the first week, day by day.
- Assign a buddy.
- Prepare a small, real first task.
HR, GPS attendance, shifts, leave, payroll, tax declarations, onboarding, engagement, projects and timesheets — one employee record behind all of it.
Start free See the demoDay one
- Warm welcome and introductions to the team.
- Walk through the company: mission, how teams work, key policies (leave, attendance, expenses, code of conduct).
- Set up and test every system login.
- Lunch with the buddy or team.
- End the day with the manager: questions and plans for tomorrow.
First week
- Meet key stakeholders the role depends on.
- Complete required training (security, POSH awareness, product basics).
- Shadow a colleague on real work.
- Agree 30-60-90 day goals in writing.
30, 60 and 90 days
| Checkpoint | Focus | Manager conversation |
|---|---|---|
| Day 30 | Learning the basics, completing training | What's confusing? What support is missing? |
| Day 60 | Owning regular work with less help | Progress on goals, early feedback both ways |
| Day 90 | Full productivity in core responsibilities | Confirm probation outcome and next goals |
Offboarding deserves a checklist too
Resignation received → handover plan → asset return → access removal → full and final settlement → experience and relieving letters → exit interview. Doing this well protects data and your employer brand.
Automate the repetitive parts
Onboarding repeats the same 20–40 tasks for every hire. In MizUp BMS you can build onboarding and exit checklists once, start them per employee with tasks auto-assigned to HR, IT and the manager, generate offer and appointment letters from templates, and give the new hire a login where they see their own tasks, leave, payslips and training. For structured learning in the first 90 days, see building a training program with an LMS.
Frequently asked questions
How long should onboarding last?
Paperwork takes days, but real onboarding — until someone is confident and productive — usually runs for the first 90 days.
Who owns onboarding: HR or the manager?
Both. HR owns documents, systems and policies; the manager owns the role, goals and daily support. A buddy helps with everything in between.
What should a new hire have on day one?
A working laptop and logins, a clear first-week schedule, a buddy, and one small task they can finish that day.
