inwerken

Inwerken is the process of introducing and training a new employee, student, or volunteer to perform their tasks effectively within an organization. It combines elements of orientation, job-specific instruction, and familiarization with the organization’s procedures, tools, and culture. The term is commonly used in Dutch HR practice to describe the early integration phase of work.

The purpose of inwerken is to provide the necessary knowledge and skills, reduce initial errors, ensure safety and compliance, and accelerate productivity. It also aims to help the newcomer understand expectations, norms, and communication channels, and to foster a sense of belonging and engagement within the team. The duration of inwerken varies widely, from a few days to several weeks or months, and is often linked to a probationary period or a formal onboarding plan.

A typical inwerktraject (onboarding plan) includes planning by the supervisor or HR, a structured training plan, on-the-job training, job shadowing, mentoring, and sometimes e-learning modules. Practical checklists, feedback sessions, and assessment of competence are common components. Content usually covers the organization and its culture, role-specific tasks, tools and systems, safety and compliance, quality standards, and communication practices.

Roles and responsibilities in inwerken involve the employer or HR designing and coordinating the program, the supervisor or mentor delivering training and providing feedback, and the newcomer actively engaging in learning and practice. Evaluation criteria are used to determine readiness for independent work and to identify any ongoing development needs. Inwerken is closely related to onboarding, induction, and training, but emphasizes the early, practical integration into daily work.