An Organization As A New Employee

1618 WordsNov 26, 20157 Pages
The initial onboarding process to any new business or job is a very important first impression of what to expect from an organization as a new employee. The onboarding process is one effective way an organization can ensure success from a new hire by assisting those employees with adapting to their new organizational culture and co-workers. The onboarding process will also give new employees a better understanding of policies, procedures, safety information, access to resources, and what’s expected from them as new employees. Managers have an important role to play in the onboarding process as well. By ensuring new hires receive a thorough onboard, mangers can build professional relationships to ensure employees stay with the…show more content…
At Siemens Industries Incorporated (INC) however, there is no onboard process in effect. Employees go through a strenuous recruitment of three interviews to show up on the first day without any proper guidance from management. Onboarding is a tool that is primarily handled by human resources, yet employees at Siemens are given a small fraction of what is to be expected from a major corporation. The Siemens way of onboarding is done so informally, by merely providing new employees with the resources to locate anything needed through the corporate website along with a brief introduction of policies and procedures. This particular form of informal onboarding demonstrates to new employees a sink or swim mentality that can bring about unnecessary stress. Understanding what informal onboarding is, according to Bauer (2010) “refers to the process by which an employee learns about his or her job without an explicit organizational plan” (p. 2). Through informal onboarding, employees may struggle with understanding what it exactly expected from them, and understanding what is the company’s normalcy in the workplace. With the aid of technology many organizations have been successful, although with Siemens this method does not work. Avoiding confusion and uncertainty, supervisors and human resource managers need to know whether their
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