Využití digitálních nástrojů v procesu adaptace zaměstnanců

The digitalisation of onboarding offers organisations tangible benefits, yet simultaneously raises the question of whether digital tools are truly capable of ensuring a comprehensive adaptation process that encompasses the social integration of new employees and the transfer of organisational culture. This study analysed the use of digital tools in the employee onboarding process at a selected Czech IT company (Company X) through a mixed-methods research design combining a semi-structured interview with the HR manager and a questionnaire survey administered to 28 employees who had joined the organisation within the preceding nine months. The 4C model – distinguishing four onboarding dimensions: Compliance, Clarification, Culture, and Connection – served as the analytical framework. The research revealed that digital tools reliably support the administrative and compliance-related aspects of onboarding (Compliance dimension, mean score 3.71); however, social integration and ongoing feedback represent systematic weaknesses: only 21% of respondents reported a sense of belonging to their team, and three quarters indicated difficulties navigating multiple systems simultaneously. A comparison of the HR department's perspective with that of new employees revealed key discrepancies between the organisation's stated intentions and the actual onboarding experience of newcomers. Based on these findings, four interrelated recommendations were formulated: the introduction of a structured social integration plan, regular interim check-ins to complement the existing formal review, a phased and coordinated rollout of digital systems, and strengthened transfer of organisational culture. The findings are bound to the specific organisational context of the case study and cannot be statistically generalised.