Employee Onboarding, Training & Development, Goal Setting
From offer letter to first appraisal, done properly
A new hire's first ninety days decide whether they stay. We build the onboarding, training and goal-setting system so that every employee knows what is expected and how they are doing.
What this service is
Small companies usually hire well and then improvise. The offer letter is a forwarded template, PF enrolment happens whenever someone remembers, the new person learns the job by watching, and the first honest conversation about performance happens when something has already gone wrong.
This service replaces improvisation with a system that fits your size. We set up the documents, the day-one statutory enrolment, the induction and the check-ins for new joiners. We assess what training your team actually needs and deliver it. And we design goals and appraisal cycles that a ten-person company can run without an HR department.
Everything is built to be run by you afterwards. We document the process, train whoever will own it, and stay available for the first cycle.
Who it is for
Companies hiring beyond the founding team
When the owner can no longer personally induct every new person, a repeatable onboarding process is what keeps quality consistent.
Businesses with high early attrition
People who leave in the first three months usually leave because of a poor start. Structured onboarding with 30-60-90 day check-ins changes that.
Teams that have never had formal appraisals
If increments are decided by gut feel, both you and your employees are guessing. KRAs and a simple appraisal cycle make the conversation fair and defensible.
Employers with POSH and compliance training obligations
Workplace sexual harassment awareness and other mandatory training needs to be delivered, recorded and repeatable. We run it and keep the records.
What is included
- Onboarding
- Offer letter and appointment letter templates reviewed for your business
- Document verification and background check coordination
- Statutory enrolment from day one: PF, ESIC, professional tax and nominations
- Induction programme covering policies, systems, team and role
- 30, 60 and 90 day structured check-ins with the new hire and manager
- Training and development
- Training needs analysis across roles and levels
- Soft skills: communication, customer handling, time management
- Leadership development for first-time managers and supervisors
- Statutory compliance awareness for managers and HR staff
- POSH awareness sessions for employees and Internal Committee members
- Goal setting and performance
- KRA and KPI design for every role
- OKR framework for companies that want quarterly goal cycles
- Appraisal cycle design, forms and manager briefing
- Performance improvement plan process and documentation
- Policies and handbook
- Employee handbook written in plain language
- Leave, attendance, working hours, code of conduct and grievance policies
- POSH policy and Internal Committee constitution support
- Policy roll-out sessions and acknowledgement records
The first ninety days, mapped
This is the default onboarding journey we install. It is adjusted per role and per company, but the check-in points stay.
- 1
Before day one
Offer, documents, enrolment
Appointment letter issued, documents verified, PF and ESIC enrolment initiated so that deductions and cover start from the first salary.
- 2
Day 1
Induction
Policies, systems access, team introductions, and a written explanation of the role and its first-month goals.
- 3
Day 30
First check-in
A structured conversation with the manager: what is clear, what is not, what support is needed. Recorded and followed up.
- 4
Day 60
Second check-in
Early performance signals against the first KRAs. Training gaps identified and scheduled.
- 5
Day 90
Confirmation review
Probation confirmation decision made on evidence, not memory, with a confirmation letter or a clear improvement plan.
How the engagement works
- 1
Diagnostic
Week 1We review what you have today: letters, policies, how new joiners are handled, how increments are decided. You receive a short gap list with priorities.
- 2
Design
Weeks 2 to 3We draft the onboarding checklist, the handbook, the KRA framework or the training plan, depending on scope. Everything is reviewed with you before it is finalised.
- 3
Roll-out
Weeks 3 to 6Policies are communicated to staff, managers are briefed on their role, and training sessions are scheduled and delivered.
- 4
First cycle support
Ongoing, as agreedWe stay involved through the first onboarding batch, the first training block or the first appraisal cycle, and adjust what does not work in practice.
What you receive
- Offer and appointment letter templates specific to your business
- Onboarding checklist and induction deck your team can run without us
- Employee handbook and policy set with acknowledgement forms
- Training calendar, session materials and attendance records
- KRA or OKR sheets for every role plus appraisal forms and a manager guide
- Performance improvement plan template and process notes
Questions owners ask us
Often combined with
- Recruitment & Talent AcquisitionPermanent, bulk, leadership and campus hiring for Chennai employers, with a replacement guarantee on every placement.
- Statutory Compliance & Labour LawsPF, ESIC, professional tax, gratuity, Shops & Establishments, contract labour, POSH, registers, returns, inspections and Labour Code transition, handled month after month.
- HR Technology & HRMS ImplementationIndependent implementation of Zoho People and Payroll, Darwinbox, SAP SuccessFactors and eSSL biometric attendance, from selection to go-live and support.
Start with a two-week onboarding diagnostic
Tell us how many people you employ and what you have in place today. We will reply within one working day with a proposed scope and a fixed fee for the diagnostic.