EMPLOYEE ONBOARDING PROCESS

 EMPLOYEE ONBOARDING PROCESS

Introduction

After effective recruitment and selection, one of the most important ways that organizations can improve the effectiveness of their talent management systems is through the strategic use of onboarding. Onboarding is the process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly (Bauer, T.N. 2010).

 

Importance of Effective Onboarding Process

According to Fisher, C. D. (1985) onboarding is important because it acclimates employees to their role, the company’s philosophies, and culture. It also engages employees, creating workers that are committed to the company’s success and helps retain new hires by making them feel like a member of the team (Martin, K., & Lombardi, M. 2009).

 

Process Flow for Onboarding

Onboarding process divides mainly into five stages (Table 1.0). Usually, Human Resources and training staff are highly involved in the beginning stages, with job function mentors and direct managers more involved in the later phases (Smart, B. 1999).

Table 1.0 Process flow steps of onboarding

Source: Smart, B. (1999)

Onboarding Feedback Tools

New employees often make missteps and may find it challenging to understand and interpret positive or negative reactions they receive from co-workers.They will often need feedback and guidance. During onboarding, feedback is a two-way process.(Pomeroy, A. 2006).

The Four C’s of Onboarding

Dr. Talya Bauer (2010) from the SHRM Foundation has identified the following 4 C's to create a successful onboarding program (Figure 1.0).

Figure 1.0 : Four C’s of onboarding

Source: Bauer,T.N.(2010)

 

Benefits of Onboarding Best Practices

Smart, B. (1999) has stated companies with more engaged employees have better results than companies with fewer engaged employees. Some of the positive outcomes associated with having more engaged employees include: 

• Stronger employee experience. Job openings are at an all-time high, and your employees have no shortage of opportunities available to them.
• Higher employee engagement.
• Better employee retention.
• Easier talent attraction.
• Stronger company culture.
• Increased productivity.

So, having an onboarding plan helps create engaged employees who can improve the company’s productivity, company culture, and overall organizational success. (Rollag, K., & Cross, R. 2005).

 

 

References

·       Bauer, T.N. (2010), Onboarding newcomers into organizations, SHRM Foundation’s Effective Practice Guidelines Series, Vol 2, pp.54-6.

·       Fisher, C. D. (1985), Social support and adjustment to work: A longitudinal study, Journal of Management, pp.11, 39-53.

·       Martin, K., & Lombardi, M. (2009), Fully on-board: Getting the most from your talent in the first year. Boston, MA: Aberdeen Group, pp.17-23.

·       Pomeroy, A. (2006), Better executive onboarding processes needed. HR Magazine, pp.51, 16.

·       Rollag, K., & Cross, R. (2005), Getting new hires up to speed quickly, MIT Sloan Management Review, pp.26, 35-41.

·       Smart, B. (1999). Topgrading: How leading companies win by hiring, coaching, and keeping the best people. Upper Saddle River, NJ: Prentice Hall.pp.52,72-6.