On-Boarding Process Paper

Therefore, my second recommendation would be that another component be added to the new Field Onboarding Program. I would recommend that supervisors and managers be trained regarding the Theory Y concept of management. Leaders would be instructed to approach employees with the

“In order to develop required human resource competencies, organizational leaders need to align the selection, training, development, and removal of employees with the behavioral requirements of the desired change” (Spector, 2010, p. 102). Having a focus on training can be an important part of helping employees understand how their competitive environment is changing. Along with the importance of changing their behaviors.

Training is essential for the success of an organization (Fallon & McConnell, n.d.). Three different training techniques that can help develop successful new staff that will improve a business is by having a effective new employee orientation, mentoring, and cross training (Fallon & McConnell, n.d.). For most new employee they are excited to start a new job and to find out what the job has to offer to them. However with every new employee there is an overload of information that they need to know from healthcare benefits, dress code, rule, and parking (Fallon & McConnell, n.d.). A new employee orientation is meet to help cover all this information and a way the new employee can get a feel of what their new job is going to be like. One

Onboarding is the process of familiarizing employees who have recently been admitted to the company with the cultures and objectives. The onboarding process can be also referred to as organizational socialization or as most of us know; orientation. The importance of onboarding is simple. An organization must allow its employees to be familiarized with the work environment for various reasons. Imagine, hiring a new employee and he or she not knowing the duties, objectives or cultures the company follows? The employee's morale, work performance, and belongingness would be significantly poor. As a college student, we all at one point went through orientation. This orientation allowed us to get familiar with our environment (campus); it also allowed us to understand what to expect and what was right and wrong prior to entering college.

The on-boarding process your organization utilizes sounds fantastic. I really like how your organization’s leaders make a concerted effort to personally meet new employees and explain the more mundane (but very important) human resource (HR) processes such as organizational strategy, financial concerns, and employee benefit programs. I have worked for organizations in the past that used technology like web-based training and electronic handbooks to orientate new employees to important HR procedures, which for me makes on-boarding processes much more formal and less user friendly. For example, sitting though web-based training regarding how health care providers generate relative value units (RVUs) for reimbursement was extremely dry

With the hiring of a new leader comes additional costs to the organization and include, naming only a few, relocation expense, signing bonus and temporary loss of productivity within the team. If these concepts are not addressed, many costly errors will occur. To reduce the likelihood of a problematic transition a series of six steps are followed, and they include; entry, interviews, documentation, debriefing, kick-off meeting and probably most importantly, follow-up. Moreover, if the process is done correctly, combining consistency with strategy into a cohesive process the need to “reinvent the wheel” with each new employee is reduced or eliminated (Krasman, 2015). Another important factor which must be addressed is the need for “organizational socialization”. Socialization, defined as, a process in which the new employee acquires needed knowledge, skill, and attitudes for the new work roles (Russell Korte, 2015). In addition to fulfilling the needs of the organization, socialization improves employee satisfaction and retention (Russell Korte,

Ideally, before any instruction begins, assessment should take place, although this is not always the case. A few things to

An employee’s onboarding process is the most crucial part for a company’s development. Management should hire employees that have trainable personalities. Crucial traits that a prospective employee needs to have are the abilities to expand their knowledge and learn, simple eye contact when speaking with a manger, fellow employee, or guest, and understanding specifically what the guest is asking for. The next step in a hiring process is a solid training program. Management needs to understand that a solid training program is a solid foundation for employees to build upon. Unfortunately for Sally, at XYZ restaurant, her manager did not build her up with a solid foundation during her training process. The manager at XYZ restaurant is aware that within the next two months mystery diners will dine at the restaurant. In an effort to receive a good

Assessment and Development Centres: Are places where members of staff will go to assess their skills, knowledge and behaviours required by the job.

One particular strategy that an organization may employee in developing new staff, is formulating a specific training program by eliciting the input from department managers. For example, the human resource department of Indiana State University allows for their department managers to be explained the overall process of orientating a new faculty member into their university system through a program called “ISUNEW” (“A Supervisor’s Guide to the New Employee Welcome Program, n.d.). By its intended design, the program allows for department supervisors to collectively be explained the expectations of the university pertaining to the orientation of new employees through one universal venue. This methodology of delivery reduces the amount of confusion surrounding what

The acclimation into an organization can be a challenging process, yet a rewarding opportunity for companies that understand the importance of onboarding. Onboarding is more than a new employee orientation. It should consist of several processes, which acclimates the new employee into the culture and environment of the organization to ensure a successful transition. “Socialization can be conceptualized into a process of three stages: pre-arrival, encounter and metamorphosis” DeCenzo, D. A., & Robbins, S. P. (2013).This paper will focus on how a senior mechanical engineer will ascend into the position and culture of Charlotte Mecklenburg Schools (CMS).

Onboarding refers to a system of organizational behaviors at the time of their focused on the retention of new employees (Reed & Bogardus, 2012 pg. 208). This process of course follows the recruiting and selection stages of finding new candidates. It is the responsibility of the company to properly set all new hires off on the right foot. They need to be given the knowledge on the rights and wrongs to adjust to company policy and standards. After the recruitment process is over this should be top priority for the human resource department.

This paper will discuss the rationale and issues that occurs when managers read a popular book by a management guru and hastily tries to implement its idea and one-size-fits-all recommendations without proper regards for the organization’s unique problems and needs. The quick-fix mentality that fosters this problem can be avoided by remaining current with management literature from the field, ensure that the concepts are applied based on science rather than advocacy. “The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter” by Michael D. Watkins is a remarkable book that covers all the issues listed above with real scenario. Mr. Watkins was asked by Johnson & Johnson’s Corporate Management Development Group (J & J) to develop workshops and coaching processes to accelerate the company’s leaders in transition, and his work soon evolved into an engaging partnership with J&J as the testing bed for his new development and deployment of his ideas. I really enjoyed reading this book, because it made me think of all the times when I faced these problems and did not understand why or what went wrong in many situations by reading the book it changed the way I think about many things.

In today’s global economy the role of training employees goes beyond providing traditional instruction to meet organization training needs. Developing new hires and managing their full capabilities is at the core front of any organization. This capstone literature review plan focuses on refining organizational training research, demonstrating an understanding of current organizational environment and limitations, and how the capstone project can fit in the global context of training.

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