Introduction
After conducting successful recruitment and selection, organizations can improve their talent’s effectiveness through an onboarding strategy. Onboarding refers to a system of organizational behaviors at the time of hire that focuses on retaining new employees. Onboarding consists of short-term and long-term behaviors that help integrate the employees into the workplace (Reed, 2019). This discussion will analyze how to improve an onboarding strategy, the benefits and drawbacks of an onboarding review of an organization’s onboarding program, the application of onboarding, and the Christian worldview of the onboarding concepts. It is, therefore, important for organizations to apply onboarding because it plays an essential role in integrating the new hires so that they feel prepared, supported, and connected in the organization.
Onboarding
Onboarding refers to organizational behaviors at the time of hire. The behaviors aim at retaining new employees in the workplace. Onboarding involves the implementation of short-term and long-term behaviors, which help integrate the employees into the new work environment (Reed, 2019). The onboarding process can be improved through a specialization, which involves using a mentor or peer-to-peer support for training. Next, it is important to have a scheduled follow-up to measure the successful entry of the onboarding process. The organization should create an onboarding plan and goals to achieve throughout the onboarding process. Implementing buddy programs essential in providing additional support to new employees is also important. Another key component of improving an onboarding program is employee onboarding technology.
Onboarding Strategy
The onboarding strategy is a process that involves integrating new hires into the workplace and helping them to understand the work environment. The organizational strategy employed in the company improves employee retention and productivity. The strategy involves setting goals in the organization. The next step of the strategy consists of social learning experiences that promote positive interactions in the workplace. The next step of the strategy involves showing the new employees the organizational culture and finding ways of answering the new employees’ questions. The last step involves integrating all the touchpoints on the employee onboarding journey. This strategy ensures that the new employee’s values, skills, and preferences are considered.
Benefits and Drawbacks
The benefits of having an onboarding program include the effective Introduction of the new hire in the organization. The onboarding program is crucial in the organization because it ensures new employees have the support they need to succeed. Additionally, the program is crucial because it bridges the gap between the administrative orientation and ensures a robust introduction that makes up the activities of the onboarding program. Onboarding creates a stronger company culture and ensures higher employee engagement.
The drawbacks of onboarding include little or no pre-boarding in the organization. Some employees may also need to pay more attention to the feedback in the organization. A poor onboarding strategy leads to challenges in providing quality information to new employees. Another drawback involves procrastination and disorganization that leads to organizational failure. Lastly, poor onboarding may lead to high turnover rates in the organization.
Orientation refers to the paperwork completion, compliance training, and Introduction to the policies and rules through a review of the employee handbook. On the other hand, onboarding involves a system of organizational behavior at the time of hire, which focuses on retaining new employees.
Onboarding Program
The organization has an onboarding program that aims to achieve better integration of the employees. The organization has a better strategy for onboarding. The organization has a better pre-onboarding process, allowing the new employees to accept the letter of joining the new firm. Some of the gaps that exist include challenges in the orientation process. The organization needs effective orientation processes and role-specific training for new hires.
Implementing effective strategies to overcome the gaps in the onboarding process is important. One of the most effective strategies is using innovative practices such as games and team-building activities, which motivate new hires to join the company. Another intervention is creatively engaging the new hires in the organization’s culture and teams. This strategy is essential because it encourages inclusivity and helps the new hires learn about organizational practices (Bortz, 2017). Also, the onboarding practice should aim at creating individual accountability. This should be connected to the first goals developed in the organization. These interventions can be developed by holding meetings and schedules for all the employees in the workplace. The next step will involve implementing the changes by making policy changes and communicating the changes to the employees. The evaluation will be done annually through annual reviews and surveys.
Onboarding Application
The onboarding processes apply to the retention strategies and practices by saving time and resources and enhancing business stability solidifying the workplace culture. Through onboarding, it is possible to acclimate the employees to their roles, philosophies, and what the company offers. Applying the onboarding program leads to employee engagement, thus helping the new employees feel part of the team.
Christian Worldview
Onboarding in an organization provides the tone and baseline for new hires. From a Christian point of view, during the onboarding process, it is important to focus on the new employees and make them feel like part of the team. This role is drawn from Galatians 6: 1-10, which helps us understand the importance of carrying each other’s burdens. From this perspective, it is the responsibility of the leaders to watch out for the people and help them through difficult times. This applies to the new employees. The organizational leaders are responsible for guiding the new hires and providing the direction for successful onboarding.
Conclusion
In summary, onboarding refers to organizational behaviors at the time of hire. The practices are essential in the organization because they help integrate new employees into the firm. The onboarding strategies start from the development of goals to the promotion of positive interactions in the workplace. It is, therefore, important for organizations to implement onboarding programs that promote better integration of the employees in the workplace.
References
Bortz, D. (2017). All onboard. HR Magazine, 62(10), 44–49. Retrieved from http://search.ebscohost.com/login.aspx?direct=true&db=fth&AN=126578908&site=eds-l ive&scope=site
Maksymiuk, H. (2017). Onboarding new employees: Review of current practices. Scientific Journal of Polonia University, 20(1), 123-128.
Reed, S. M. (2019). PHR and SPHR Professional in Human Resources Certification Complete Study Guide: 2018 Exams. John Wiley & Sons.
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