I believe if your company wants to grow, do link the departmental goals to business goals & quantify it. Like for example: 1) Department : HR 2) Pillar : Employee Satisfaction 3) KPI : Increase Retail staff employee satisfaction by 5% in Quarter 4 of 2019 4) List of KRA - list of actions to achieve the KPI above By doing so, you are doing the *S.M.A.R.T* way S - Specific M - Measurable A - Attainable R - Relevant T - Timebound Do let us know & even can PM me if you need KPI redesigning as my side does that @601162165645 . Morning ... (doesn’t know your name coz it’s not stated ) Onboarding is not just about letting the employee know about their work, task & company. Is about giving the 1st impression to the employee on: 1) how this company aims to grow further & how far it can go 2) the culture of the company 3) the people that he/she is working with So I believe the onboarding process can incorporate the things *(especially for millennials & Gen Z)* 1) Company’s vision & mission explanation by any senior management 2) company’s culture by letting the candidates to explore around by doing certain task 3) talks about company’s HR policy & the SOP (in a fun way with slides, videos , etc) 4) the colleagues (ask some colleagues to come in & onboard the new joiners) 5) *this is the Best* - prepare a surprise box that has his/her namecards, laptop, some company leaftlets, company product, etc