Onboarding
New Employees and Maximizing Success
After effective recruitment and selection,
strategic use of induction is one of the most important ways for organizations
to improve the effectiveness and effectiveness of their skill management
systems (Talya, 2010). This should always be a priority for HR departments, as
more than 25 percent of the working population in the U.S. experiences
professional transitions each year. About 500,000 managers in Fortune 500
companies alone take on new roles each year. Managers start new jobs every two
or four years (Talya, 2010). The new employee orientation is to bring people
into the organization and help them adapt so that they can perform their tasks
effectively, this process goes by many other names, including onboarding,
induction, and socialization (Strewart and Brown, 2011).
People are more likely to leave during the
first few months of hiring (Gusdorf, 2008). Usually, the job turned out to be
something they did not expect, this can be costly for your organization and if
you continue to repeat the recruitment process for the same positions and the
human resources will be stressed and of course, it will also be stressful for
new hires (Gusdorf, 2008). Onboarding is the recognition and acceptance
of employees when they join a company and provide them with the basic information they need to settle down quickly and happily and start working (Armstrong, 2014).
Benefits of Onboarding
·
New tenants adapt quickly and smoothly to the
social and performance aspects of their new job. (Talya, 2010).
·
Quickly establish a positive attitude towards
the organization in the minds of new employees, and then they are more likely
to stay (Armstrong, 2014).
·
Receive a productive output from the new employee in the shortest possible time (Armstrong, 2014).
· Reduce the likelihood that the employee will leave early (Armstrong, 2014).
Video
1.0 – How to Onboarding New Employee
Source:
(Gregg Learning, 2016).
Video
1.0 Shows, Onboarding delivery, onboarding building blocks, levels of
onboarding, the process of onboarding success, best practice and onboarding
checklist.
Way
of the onboarding success
Researchers have identified four major levers related to both job roles and social environment that organizations can use to help new employees maximize their onboarding success (Talya, 2010).
Figure
1.0 –Way of the successful
onboarding.
Source: (Talya, 2010).
Self-efficacy: To the degree that a new employee feels confident in doing the job well, he or she will be more motivated and eventually more successful than less confident counterparts (Talya, 2010).
Roleclarity : how well a new employee understands his or her role and expectations (Talya, 2010).
Social integration: Meeting and starting to work with organizational “insiders” is an important aspect of learning about any organization and new employees need to feel socially comfortable and accepted by their peers and superiors (Talya, 2010).
Knowledge of and
fit within an organizational culture: Every company has a
unique culture, so helping new hires
navigate that culture and their
place within it is essential (Talya, 2010).
References:
Armstrong, M. (2014) Handbook of Human
Resource Management Practice. Thirteenth edition. London:
Kogan Page.
Gusdorf, M. (2008) Recruitment and Selection: Hearing the Right Person. First edition. Alexandria: SHRM Academic
Initiatives.
Strewart, L. and Brown, G. (2011) Human Resource Management. Second
edition. United States: John
Wiley & Sons.
Gregg Learning (2016) How to onboarding new Employee [online
video] Available from https://www.youtube.com/watch?v=8CTisexbau8&t=755s
[Accessed 25 November 2020].
Talya, N. (2010) Onboarding-New-Employees.
First edition. USA: SHRM Foundation.
