L’onboarding à l’ère de la transformation numérique : Enjeux stratégiques pour l’engagement organisationnel des nouvelles générations

Abstract

The acceleration of digital transformation is prompting organizations to profoundly rethink their human resource management practices, particularly the processes for integrating new employees. In a context marked by the digitalization of work environments, the widespread adoption of collaborative tools, and evolving professional expectations, digital onboarding emerges as a strategic lever for enhancing organizational engagement, employee retention, and performance. However, while its role is widely recognized in the literature, its adaptation to the specific needs of Generation Y and Z characterized by high technological literacy, a strong search for meaningful work, and an increased need for feedback and recognition remains insufficiently explored, particularly from a digital perspective.This article is based on a structured literature review drawing on recent academic work on onboarding, the digital transformation of HR practices, and determinants of organizational engagement. It particularly relies on organizational development theory and Kotter’s change model to analyze the explanatory mechanisms linking digital onboarding processes to the development of sustainable engagement. The analysis highlights that digital onboarding is not merely a technological modernization of the induction process but represents a true lever for organizational socialization, the establishment of psychological contracts, and the reinforcement of perceived organizational support.The study thus emphasizes the need for organizations to design digital onboarding systems aligned with the specific expectations of younger generations, prioritizing personalization, interactivity, clarity of roles, and continuous support. The effectiveness of onboarding therefore appears to depend on a hybrid design that combines high-performance technological tools with structured human interactions, fostering organizational identification and a sense of belonging.By linking digital transformation, organizational socialization, and the engagement of younger generations, this study contributes to filling a theoretical gap and offers managerial insights to strengthen the long-term engagement of new talent in an ever evolving digital environment.