In production it is important:

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announce the workload standards for the first week, month, and end of the probationary period;
introduce the employee to safety precautions: conduct instructions on how to work with the equipment;
introduce him to the team, to the company rules - this will allow the newcomer to join the team faster;
assign a mentor so that the employee can learn to operate the equipment under supervision and receive feedback;
provide training instructions to consolidate knowledge;
tell how the employee’s work fits into the overall production austria whatsapp number data process and how his daily performance of tasks influences the achievement of the company’s goals;
provide feedback, answer questions, share ideas and experiences.
In an IT company:

provide information about the company's current and completed projects, talk about the products and tasks that the team is currently working on, and share business development plans;
set clear goals and discuss them with the employee, then regularly evaluate and discuss current progress, opportunities for skill development and income growth;
pay attention to training: help in mastering the technologies, tools and internal systems used;
organize an exchange of experience, practicing knowledge on real cases in a team with the support of a mentor;
ensure open communication with new employees, regularly give them feedback, which will help them understand their strengths and weaknesses, feel part of the team, and help the manager catch the moment if something goes wrong.
In the restaurant business:

introduce accepted service standards, sanitary norms and food safety requirements, but if newcomers have to be trained frequently, it is better to record lessons and set up verification of the material through testing;
offer to practice the learned material in practice with a mentor: the quality of service may be “lame” at first, but you can openly warn clients that they are being served by an intern and offer a compliment for honest feedback;
introduce the practice of cross-training: for example, offer a waiter to master bartending skills, and a cook to master waiter skills (this develops flexibility, facilitates communication within the team and will help in the future if there is a shortage of personnel);
collect feedback from the mentor and clients and show it to the newbie so that he understands what he is already doing well and what he should pay attention to.
While the company is young, the business owner can organize the adaptation of newcomers independently. Then, as the team grows and the business scales, a professional HR specialist may be needed. You can hire him on staff, outsource the function, or use the services of consultants.

The following markers will help you understand that the time has come for professional HR support: