Onboarding is one of the key activities of successful organizations that want to set up an
appropriate work environment for employees so they can reach the point of efficiency as
quickly as possible. The aim is to enable new employees to be fully operational in the
workplace in the shortest possible time and, by providing targeted career development
with quality training and education, they prevent the fluctuation of good employees.
The criminal police is treated as an independent organization, which also seeks to achieve
the best results in the work of its employees. Therefore, attention has been devoted to
investigating the use of onboarding in the Slovenian criminal police. The findings of our
research were compared with the findings of a review of the situation in the onboarding
of the criminal police of New York City, Thuringia and Croatia. The differences between
the actual situation and the recommendations of the profession (work psychology) are
presented, as well as proposed changes.
In order to achieve the stated goals of the master's thesis, we applied application and
development research. A descriptive approach examined the state of the field of
onboarding in the Criminal Police of Slovenia, while the comparative method showed the
similarities and differences between Slovenia, New York, Thuringia and Croatia. As part of
the research, we also conducted 16 exploratory interviews based on quota sampling,
which gave us insight into the situation in the field of onboarding in the Slovenian criminal
police.
We found out that the whole process of onboarding is not in use in the Slovenian criminal
police, that the field of onboarding is poorly organized compared to other criminal police
and that the employees in the criminal police are not satisfied with the situation in the
field of onboarding.
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