Introduction
Onboarding is a systematic way which new employees are introduced to the performance and social environments of their respective job to become useful to the given Organisation (Crumlish & Malone, 2009). These aspects include skills, knowledge, attitude and behaviors of the entire organization that will affect their performance in both micro and macro environment.
A research done by Thayer school of engineering, suggests that there are two types of onboarding process human resource can adopt. Formal onboarding includes a well-drafted procedures and policies that are well coordinated (Park & Thayer School of Engineering, 2013). The policies and procedures will help the new workers in adapting to their new tasks regarding both socialization and obligations. Informal onboarding requires employees to change and learn to their responsibilities without a well-coordinated organizational plan.
Onboarding assists new workers to adjust to the new working environment by creating the best relationships, and this optimizes satisfaction, objective and clarification, hence, improved performance and, lastly, to reduce employee turnover through this training. The onboarding process has four major steps that should be considered:
Compliance stage
Compliance stage is the lowest stage of onboarding (Bradt & Vonnegut, 2009). It involves training the new employees the primary policy-related rules, the legal standards and general regulations of the organization.
Clarification
Clarification step is the second stage of the onboarding process. It requires each new employee to understand well his or her duties in their respective positions and the expectation of the organization.
Culture
Culture stage is very broad than compared to other stages (Bradt & Vonnegut, 2009). It offers new employees both informal and formal norms of the given organization.
Connection
Connection stage explains the essential social information network and relationships that the new hires must create within the organization.
Conclusion
For an organization to have a successful onboarding process, it should consider the above four stages. Most of them usually concentrate on the compliance and clarification stage which are the crucial and fundamental steps in the onboarding process (Bradt & Vonnegut, 2009). After the onboarding process, each organization can operate in either passive onboarding, high potential onboarding or proactive onboarding.
References
Bradt, G. B., & Vonnegut, M. (2009). Onboarding: How to get your new employees up to speed in half the time. Hoboken, N.J: Wiley.
Park, V. S. Y., & Thayer School of Engineering. (2013). Reducing service time for account onboarding process at State Street Global Markets. Print book: Manuscript. Archival Material: English
Crumlish, C., & Malone, E. (2009). Designing social interfaces. Beijing: O'Reilly Media.
