Osorio Londoño, Andres AlbertoOrozco Nieto, Luis HumbertoJARAMILLO, ANA MARIA2026-06-012026-06-012026-06-02Facultad de Ciencias Sociales y Humanashttps://ridum.umanizales.edu.co/handle/20.500.12746/7914This study examined the digital transformation of the organizational induction process at the Colombian Red Cross, Caldas Section (CRCSC), a humanitarian and hospital-based institution with more than 100 years of experience. The research was theoretically grounded in Baldwin and Ford’s Transfer of Training Theory, which explains how learning acquired during training is transferred to the work environment. A qualitative approach with a descriptive–interpretive scope and a single case study design was applied. The traditional induction process, characterized by face-to-face lectures, lack of standardization, and dependence on leader availability, was first diagnosed. Based on the findings, a technology-based solution using microlearning capsules was designed and implemented through the Q10 learning management system. Results indicated that 56% of employees perceived the information provided by the traditional model as insufficient, while 58% rejected the lecture-based methodology. The digital proposal involved the development of 30 audiovisual microlearning capsules, totaling approximately 150 minutes of content, which were transdisciplinarily validated by seven organizational leaders. The capsules addressed key areas including human management, institutional doctrine and emblem, occupational health and safety, cybersecurity, and corporate risk management. The implementation of the digital induction model resulted in a projected 80% reduction in the operational workload of in-person facilitators, ensured full coverage for new hires through standardized and updated content, and established performance benchmarks above 80% through intermediate assessments. Overall, the findings suggest that digital induction optimizes organizational resources, enhances the employee experience, strengthens the psychological contract from the initial organizational contact, and positions induction as a strategic mechanism to accelerate productivity and improve talent retention in the humanitarian sector.application/pdfspahttps://creativecommons.org/licenses/by-nc-nd/4.0/deed.esorganizational induction, digital transformation, microlearning, employee experience, training transferinfo:eu-repo/semantics/masterThesisAcceso cerrado (metadatos visibles, texto completo oculto)