Give new employees a clear path from preparation to working in their role. Jahopp brings preboarding and onboarding into one LMS and LXP, with courses, practical information and follow-up in the same place. Start before day one, adapt the introduction to the role and continue with learning that supports everyday work.
A useful introduction answers three questions: What should I prepare? What do I need to know for my role? And who can help me move forward? Use a shared foundation and adapt the content to each team.
Bring welcome material, contacts and practical information together so employees know what to expect. Provide preparation courses where appropriate. Preboarding gives people time to get to know the organisation and leaves more room for meetings and questions on their first day.
Combine a shared introduction with training for the role, department and workplace. A sales assistant, a project manager and a manager need different knowledge. Role-based learning paths help you organise relevant activities without rebuilding the entire introduction for each person.
Review completed training steps and remaining activities. Use the records in conversations with employees: what questions do they have, what needs revision and what support do they need? Course results form part of the introduction alongside discussion and practical guidance.
PREBOARDING & ONBOARDING
The LMS helps you organise courses, assign required training and track completion. The LXP supports learning that employees explore according to their roles and needs. Jahopp combines these approaches in one learning platform.
Start onboarding with a clear learning path covering shared routines, role-specific training and essential steps. After the introduction, employees can continue with relevant course material and professional development. This connects their introduction and ongoing training in the same environment.
A new employee reviews welcome material before starting, completes shared courses during the first weeks and then follows the learning path for their role. At a follow-up meeting, the manager and employee review remaining activities and plan the next training. Adapt content and timing to the work the person will do.
Prepare access, organisation and role. Clarify contacts, workplace arrangements, practical routines and preparation courses before starting. Decide what should be available immediately and what should come later. Reuse the structure for temporary and seasonal employees, with content adapted to the assignment.
Spread the introduction over a schedule that suits the role. Combine courses with checklists, knowledge checks and practical activities alongside a colleague. Scheduled content supports learning one part at a time. Use required steps when order matters and reminders for unfinished activities.
Review progress by employee and team and use it in follow-up conversations. Identify training that needs revision and questions that call for practical guidance. Adapt the learning path when the role changes and add relevant courses. Professional development can then continue after onboarding.
Yes. Combine a shared introduction with learning paths for roles, teams and workplaces. Start with the shared foundation and add the courses and routines each audience needs. This keeps content connected and easier to update as workflows change.
Yes. You can require a training step to be completed before the next part becomes available. Use this where the order matters, for example before a specific task. Combine required courses with a schedule and practical activities to support everyday work.
BankID is available for Swedish sign-in and signing. Local services such as Norwegian BankID, Danish MitID and Smart-ID in the Baltic countries can be integrated for other markets. We review the provider and country requirements together.
Tell us about the roles you introduce, required training and how you want to follow up the first weeks. We will show how Jahopp LMS and LXP can support your setup.
