HRM 635 What formal and informal onboarding or assimilation processes exist in your organization or an organization with which you are familiar?

HRM 635 What formal and informal onboarding or assimilation processes exist in your organization or an organization with which you are familiar?

HRM 635 What formal and informal onboarding or assimilation processes exist in your organization or an organization with which you are familiar?

Onboarding is the process in which new employees get acquainted with their role, their team and the organization. Effective onboarding practices help employees become part of the organization and makes an active shift towards the contribution to organizational goals. process of integrating newcomers to the company, turning them into inspired and productive employees. Effective onboarding practices also have a positive effect on employer branding. In the first weeks of starting a new job, friends, family, and former colleagues will ask who the new employer and the business. As an organization, you want this first impression to be the best. With proper onboarding, new employees will immediately share a positive impression of the company, within their direct network. For the small business, the changes made include having a formal onboard process. Even though it is a small family-owned company it is very import that the expectations of the owner and employee are known. Assumptions cannot be left up to anyone.

This small business would benefit from the “4Cs” model, developed by Bauer (2010), suggests that onboarding comprises four levels which relate predominantly to the content of the onboarding but also hints at process elements. (Becker & Bish, 2021)

These include Compliance at the lowest level (i.e., giving the basic information about policy and legal requirements), Clarification (of the role and expectations), Culture (identifying formal and informal cultural norms and expectations), and at the highest level, Connection (i.e., providing an opportunity to build the necessary relationships and networks to be successful). The 4Cs model incorporates not only the necessary content for a newcomer to assimilate effectively but also reinforces important organizational actions, such as facilitating connections and ensuring opportunities to develop informal knowledge about the organization.

 

Reference

 

Becker, K., & Bish, A. (2021). A framework for understanding the role of unlearning in onboarding. Human Resource Management Review, 31(1), 100730. https://doi.org/10.1016/j.hrmr.2019.100730

 

Dessler, G. (2017). Human resource management (15th ed.). Pearson.

I truly enjoyed reading your post and believe that you have pitched in valuable insights. I agree with you on the reason to have a detailed onboarding process. For an onboarding program to be effective and successful, you should proactively onboard your new hires for their entire first year. A successful onboarding strategy will reduce attrition and increase employee engagement, both of which impact your customers’ satisfaction as well as your bottom line. When an employee understands the purpose behind the company (vision), how the company plans to fulfill that purpose (mission), and the guiding set of beliefs and behaviors that will help the company achieve its purpose (core values), the employee can align with their own beliefs and behaviors and see how they not only align with the values, but contribute to the company’s overall purpose (Newhouse, 2020).

Reference:

Newhouse, M. (2020, December 2). Why Effective Onboarding Is More Important Than Ever. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2020/12/02/why-effective-onboarding-is-more-important-than-ever/?sh=70b727f43f66

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I truly enjoyed reading your post and believe that you have pitched in valuable insights. I agree with you on the reason to have a detailed onboarding process. For an onboarding program to be effective and successful, you should proactively onboard your new hires for their entire first year. A successful onboarding strategy will reduce attrition and increase employee engagement, both of which impact your customers’ satisfaction as well as your bottom line. When an employee understands the purpose behind the company (vision), how the company plans to fulfill that purpose (mission), and the guiding set of beliefs and behaviors that will help the company achieve its purpose (core values), the employee can align with their own beliefs and behaviors and see how they not only align with the values, but contribute to the company’s overall purpose (Newhouse, 2020).

Reference:

Newhouse, M. (2020, December 2). Why Effective Onboarding Is More Important Than Ever. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2020/12/02/why-effective-onboarding-is-more-important-than-ever/?sh=70b727f43f66

I truly enjoyed reading your post and believe that you have pitched in valuable insights. I agree with you on the

HRM 635 What formal and informal onboarding or assimilation processes exist in your organization or an organization with which you are familiar
HRM 635 What formal and informal onboarding or assimilation processes exist in your organization or an organization with which you are familiar

reason to have a detailed onboarding process. For an onboarding program to be effective and successful, you should proactively onboard your new hires for their entire first year. A successful onboarding strategy will reduce attrition and increase employee engagement, both of which impact your customers’ satisfaction as well as your bottom line. When an employee understands the purpose behind the company (vision), how the company plans to fulfill that purpose (mission), and the guiding set of beliefs and behaviors that will help the company achieve its purpose (core values), the employee can align with their own beliefs and behaviors and see how they not only align with the values, but contribute to the company’s overall purpose (Newhouse, 2020).

Reference:

Newhouse, M. (2020, December 2). Why Effective Onboarding Is More Important Than Ever. Forbes. https://www.forbes.com/sites/forbeshumanresourcescouncil/2020/12/02/why-effective-onboarding-is-more-important-than-ever/?sh=70b727f43f66

Onboarding is an invaluable and integrative process that can lead to a better workplace environment, increase retention, build loyalty and engagement, improve productivity levels, and help employees succeed early in their careers with the new organization. It starts before the candidate begins their first day of work and can span up to a year or more. At UTSW, we are committed to ensuring that each new employee is set up for success. Therefore, we have a formal onboarding program designed to get new hires engaged with the organization and its mission by understanding the meaning and purpose of their specific roles and how it is tied to the department or organization’s success.

We start with a five-step pre-onboarding process, including background checks, occupational health screening, required visa sponsorship, completing form I-9, and clearance for new employee orientation. This ensures that the employee is ready to start onboarding on the first day of employment. The formal process involves the new-hire orientation, which introduces the employee to the organization’s structure, vision, mission, and values, reviewing the employee handbook and highlighting major policies, completing required employee paperwork, reviewing appropriate administrative procedures, and providing mandatory training (SHRM, 2021). After orientation, the new hire is assigned a buddy, who is a current team member selected through the “my buddy program.” Their role is to connect with their team’s new member and assists them with answering basic questions and getting them acclimated with the inner workings of the team and organization.

 

An effective onboarding program is needed to transform a new hire from a nervous newbie into a fully integrated and productive team member (Rockwood, 2020). It should include orientation, job-specific training, introductions, culture acclimation, and follow-ups. HR professionals should make a checklist of things needed to ensure the employees become successful. This should include sending a welcome packet, identifying the new hire’s technology needs, setting up the new hire’s workstation, new-hire announcement, selecting a buddy, identifying HR documents that need to be completed, and arranging regular check-in sessions (Rockwood, 2020). Our onboarding overall is automated and very streamlined. However, to further improve its effectiveness, we should evaluate the organization’s onboarding strategies using meaningful metrics such as time-to-productivity. By establishing key performance indicators for each position, then measuring how many days it took a new hire to get there, we can determine the time it takes for a new hire be up to speed and contribute to the organization (SHRM, 2021). Another method is to survey new hires at various intervals during their first year of employment, which would be beneficial to learning their pain points and surveying the buddy appointees to learn what they believe is working and what is not (SHRM, 2021).

 

References:

 

SHRM (2021, June 3). Understanding Employee Onboarding. Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/understanding-employee-onboarding.aspx

 

Rockwood, K. (2020, May 22). How to Create an Effective Onboarding Program. SHRM. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/summer2020/pages/creating-an-effective-onboarding-program.aspx