New Employee Onboarding

Discussion One

(a) Discuss various components of new employee onboarding

The onboarding process is critical as it prepares new employees for the company’s expectations and their jobs in the company. Employees always feel welcome by making the entire process exciting and simple to understand without any complexities (Graybill et al., 2013). The process helps in making the employees feel valued. The primary role of the human resource manager ensuring the completion of all the needed documents and facilitate the policies. On the other hand, the manager’s role is to help ensure all the new hires are well-equipped with the necessary tools and knowledge to perform all their duties. Employees need to know what the company expects from them every day as they work since new hires do not know what they are required to do. The lack of information can result in anger and confusion since they will feel it is outside their job description. Even when duty is not frequently done, it should still be made known to the new hires, as they can still perform it mistakenly. Several people often quit due to failure to get the orientation and job description specifications.

b) How do the onboarding benefit employees and the organization?

It is important to note that onboarding benefits the employees as it sets the expectations and direction for their job description. Setting expectations assists the employees in performing each aspect of their duties effectively. New hires will likely get more engaged if they get adequate support. This can benefit organizations as they spend little money and time recruiting new employees. A relatively smooth and rational transition permits employees to adapt, embrace their job and role, and further understand the job criteria (Caldwell & Peters, 2018). Failure to adapt can make employees quit as they may feel overwhelmed.

Discussion Two

a) Discuss the consequences of ineffective onboarding.

Firstly, poor onboarding programs results to lower productivity, reduced employee engagement, and high turnover. Employees must be fully engaged with the new hires. This is important as it communicates the core expectations clearly and welcomes the new hires to feel honored and valued. If an employer fails to welcome new hires, there is a possibility of low engagement, which can prompt the employees to seek new opportunities (Caldwell & Peters, 2018). Human resources can critically scrutinize onboarding programs by interviewing already employed workers and new hires to get real-time feedback on what should be done to improve onboarding programs. Management and human resource (HR) should conduct check-ins at the end of every day with the new hires to confirm if they have any questions regarding their new positions. To build employee socialization, I will assign every new hire a mentor or a coach

b) Evaluate the onboarding program

When I served at Old Navy, they made it clear that all their values revolved around customer service. They further focused on developing a work environment to make employees feel at home. During onboarding, I was given a welcome letter, assigned a mentor, and further introduced to other members of staff and coworkers. It is significant and vital to be assigned a mentor since they have similar duties as mine as opposed to managers who normally multitask. I was comfortable with the new workmates, and when issues at work surrounded me, I looked directly to my mentor for proper guidance and assistance. The manager was equally friendly and arranged meetings with employees to get their opinions. These steps and valuations were significant since I always felt comfortable even if I had a problem and was advised to adjust to a given area. The evaluations encouraged me to work hard towards achieving my goal exceeding, although I didn’t feel rationally rewarded for stellar performances

References

Caldwell, C., & Peters, R. (2018). New employee onboarding–psychological contracts and ethical perspectives. Journal of Management Development, 37(1), 27-39.

Graybill, J. O., Carpenter, M. T. H., Offord, J., Piorun, M., & Shaffer, G. (2013). Employee onboarding: Identification of best practices in ACRL libraries. Library Management, 34(3), 200-218.