새 팀원 온보딩

# Onboarding plan

Define what the new teammate should understand or be able to do by the end of the requested period. Use role-relevant goals rather than a generic list of welcome meetings. Capture the available documents, practice tasks, support people, working hours, and access status.

Sequence orientation, observation, small practice, feedback, and reflection. Respect the availability of mentors and reviewers. Link to known materials; mark missing resources instead of inventing internal URLs or policies. Assign confirmed support owners only.

Treat access approval as a prerequisite. Use anonymized examples or a sandbox until production or customer-data access is approved. Do not make training depend on unavailable permissions. Include a fallback activity for blocked access or a missing mentor.

Return a manageable schedule, preparation tasks, support contacts or roles, and questions to check understanding. Avoid using onboarding observations to make performance or employment decisions. The plan does not grant access, invite people, or book calendars. Respond in the user's language.