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Onboarding Summary

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According to the Training Industry Report (2014), the average training budget for large companies was $17.4 million, while midsize companies allocated an average of $1.5 million, and small companies dedicated an average of $338.709. Experts suggest organizations begin the orientation process before a candidate is formally hired by including ample information about your workplace and your culture in the Careers section on your website. The orientation should begin at the first click of the mouse when someone first goes on the company's website, so by the time the person comes in for the interview; they already know quite a lot about the organization. That way, the organization is more likely to attract candidates who are more engaged with the company's goals and culture and are more likely to become highly productive employees. This process begins before the employee has even joined. Planning in advance will allow spending quality and productive time with the new employee on …show more content…

It allows the new employee to easily integrate into a new social environment and build new informal and formal relationships (Lynn University, n.d.). A strategic onboarding program focuses on the engagement of new employees to orient them to the job and the company. Alignment to corporate goals takes place during the process, along with the setting of proper expectations (Lamb, 2011). Great employers begin the onboarding process before new hires arrive on-site (Onboarding Secures Talent for the Long Run, 2007). During the final interview or at the time scheduled before the official start date, the HR manager will introduce team members to new consultants and complete the paperwork. New employees are usually eager to dive in on the first day, so bypassing administrative tasks and focusing on the work to be done will keep enthusiasm

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