A shared folder can hold excellent onboarding resources. It cannot, on its own, tell a new employee what to do first, which task depends on another, or who can answer a question.
I think of onboarding as a path. Before day one, the person needs basic expectations. Early on, they need access to the right tools and a way to practice essential tasks. Later, they need feedback and an opportunity to ask questions that only occur after doing the work.
The path may change by role or location. The core experience should still feel coherent. Every step ought to have a purpose, an owner and a clear sign that it is complete. Some steps belong in a course; others belong in a conversation with a manager.
A well-designed path helps the employee feel less lost and gives the organization a better way to spot gaps. My interactive onboarding example on this site uses fictional roles to show how those pieces can fit together.