Employee onboarding.
From source to review.

Choose one role and a small source set

A useful onboarding plan explains what a colleague should do, who can help and which approved procedure applies. It should not copy an entire company handbook into a generic welcome checklist. Start with the role, department, start date, manager and the few procedures the person needs during their first week.

The fictional example here concerns a warehouse coordinator. Its only approved source is a delivery exceptions procedure: photograph damaged packaging, notify the dispatch lead within one working day and let the dispatch lead approve the next action. The procedure says nothing about refunds, system permissions or weekend exceptions.

Keep known instructions separate from open questions

The first-week plan can include reviewing that procedure and practicing an escalation with the dispatch lead. It cannot truthfully give the new colleague refund authority. Access to a warehouse system also needs the organization’s normal approval process; an AI-generated checklist is not permission to create an account or share credentials.

Day 1: Manager introduces the delivery exceptions SOP.
Source: sample SOP v1.
Owner: hiring manager.

Day 2: Practice a fictional damaged-delivery escalation.
Source: sample SOP v1; dispatch lead approves the next action.
Owner: dispatch lead.

To confirm: system access, weekend process, refund authority.
Do not invent these rules from the role title.

Create a plan the team can maintain

Use the business-kit builder to record the role, approved procedures, training needs and review owner. In a purchased organization, place approved source text in the shared library and group the plan with related conversations in a project. Ask company knowledge focused questions, such as “Who approves the next action after damaged packaging is reported?” Review the supplied source passage beside the answer.

Give every task an owner, due date and completion status. A task called “set up all accounts” is too vague to review: name the authorized system owner and link to the internal access process instead. Keep personal identity documents, passwords and sensitive HR information out of prompts and shared practice files.

Review again when a policy changes

Before sharing the plan, the manager checks the schedule, training steps and policy versions. When a procedure changes, review the tasks and any answers based on the older text. A stored answer may remain useful context, but it should not silently become evidence of the current policy.

The downloadable template provides a practical first-week table and explicit gaps. It is fictional training material, not employment advice or a customer result. Your manager remains responsible for the real role’s required training, access and applicable workplace obligations.

Download and try the workflow

The Markdown file contains the fictional input, a working table and a review checklist. Adapt it to a permitted source set, then confirm every factual claim before use.

See the related InriGPT product · Try a limited demo · Open purchased workspace