Welcome On-Board

 

Onboarding - Recruitment Process

Onboarding refers to the process of incorporating new hires into the workplace, facilitating their understanding of the work environment and company culture, and ensuring they feel valued and welcomed. Another term used for onboarding is Induction and it is also known as Organizational Socialization (Bauer Talya N and Erdogan Berrin, 2011).

The length of onboarding can vary widely, ranging from a few weeks to as long as a year, with the most effective onboarding typically lasting several months. The primary aim of onboarding is to ensure that employees feel confident and competent once the process is completed. While there is no strict guideline for the duration of onboarding, it is essential to conduct it thoroughly. Many HR professionals recommend a 90-day onboarding period, though some suggest extending it up to a year. This extended timeframe allows employees to fully integrate into the company, absorb their training, and feel prepared to perform their job duties proficiently (Rollag, Keith, 2005).

Research has shown that socialization methods like onboarding result in favorable outcomes for new employees. These benefits include increased job satisfaction, improved job performance, stronger organizational commitment, and decreased occupational stress and intentions to leave (Fisher Cynthia D,1985). The most effective onboarding procedures incorporate relational elements, which involve:

·       Establishing clear expectations

·       Developing connections with coworkers

·       Building confidence and trust

·       Defining roles and boundaries clearly

The 4 phases of employee onboarding

Whether a new hire undergoes remote onboarding or in-person onboarding, the stages generally follow the same sequence (Bauer Talya N, 2011).

·     Pre-Onboarding: This starts after the new hire accepts the job offer and continues until their first day of work. This is really effective in terms of engagement with new employee. This could involve sending them welcome packages, providing them with reading materials about the company culture, and setting up their email accounts ( Klein & Weaver, 2000).

 

·    Orientation: Usually beginning on the employee’s first day, orientation covers company policies, procedures, and benefits. In person, it includes an office tour and introductions to colleagues and managers ( Bauer & Erdogan, 2011)

 

 

·    Training: Within the first three months, training provides the new hire with the skills and knowledge needed for their job. Tailored training programs help new employees acquire the necessary knowledge, skills, and behaviors to perform their job effectively. This might include job-specific training and broader professional development opportunities.

 

·       Integration: The final phase helps the new employee become a productive team member by offering ongoing support, feedback, and growth opportunities.

 

Apart from the above phases, Mentoring and other support systems such as assigning a mentor or buddy can aid new employees in navigating the workplace and establishing important relationships within the organization ( Allen & Lentz, 2008). Sri Lankan Airlines ground handling operations are an ideal example for such a continuous mentoring system. When it comes to specific job functions either technical or customer related, proper mentoring is crucial for sustainable service standards and for employee retention in the long run. Along with above socialization, where encouraging social interactions and introducing new hires to their colleagues can also foster a sense of belonging and teamwork (Ashforth, Sluss & Saks, 2007).   

 

What Are Onboarding Activities?

Onboarding encompasses various individual processes, and although it lacks an official definition, opinions differ on which processes are considered part of onboarding (Kaven William H, 1971).

Some typical onboarding activities include:

·       Extending job offers

·       Negotiating salaries

·       Completing new hire paperwork

·       Conducting policy and culture training

·       Providing job-specific training

·       Orienting employees with the employee handbook

·       Managing benefits paperwork

·       Offering benefits education

·       Conducting facility tours

·       Facilitating executive introductions

·       Arranging team introductions

Benefits of an Effective Employee Onboarding Process

A well-implemented employee onboarding process offers numerous advantages for your organization. A successful onboarding program can:

·       Enhance employee retention rates

·       Increase job satisfaction

·       Boost productivity levels

·       Foster a deeper understanding of company culture

·       Clarify role expectations

·       Improve team dynamics

·       Reduce wasted investments

Onboarding plays a pivotal role in shaping a new employee’s initial experience with your organization, providing valuable insight into company operations and employee treatment. An organization with a seamless, comprehensive, and welcoming onboarding process is better positioned to attract and retain top talent, drive exceptional performance aligned with company goals, and effectively integrate new employees into the existing technological and social framework (Jones G. R, 1986).

 

Conclusion

Onboarding is the first step in establishing a relationship with a new employee. When a company invests in a thoughtful onboarding process, it can boost long-term employee engagement, retention, and job satisfaction. Taking care of employees' needs from the beginning helps create a healthy and thriving company culture.

 

References

 

Allen, T.D., Eby, L.T., O'Brien, K.E., & Lentz, E. (2008). The state of mentoring research: A qualitative review of current research methods and future research implications. *Journal of Management*, 34(6), 1170-1181.

 

- Ashforth, B.E., Sluss, D.M., & Saks, A.M. (2007). Socialization tactics, proactive behavior, and newcomer learning: Integrating socialization models. *Journal of Vocational Behavior*, 70(3), 447-462.

 

Ashford, Susan J.; Black, J. Stewart (April 1996). "Proactivity during organizational entry: The role of desire for control". Journal of Applied Psychology.

 

Bauer, Talya N.; Erdogan, Berrin (2011). "Organizational socialization: The effective onboarding of new employees". APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization. pp. 51–64. 

 

- Bauer, T.N., & Erdogan, B. (2011). Organizational socialization: The effective onboarding of new employees. In S.Z. Kozlowski (Ed.), *The Oxford Handbook of Organizational Psychology* (Vol. 1, pp. 51-64). Oxford University Press.

 

- Bauer, T.N., Bodner, T., Erdogan, B., Truxillo, D.M., & Tucker, J.S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. *Journal of Applied Psychology*, 92(3), 707-721.

 

Bauer, Talya N.; Bodner, Todd; Erdogan, Berrin; Truxillo, Donald M.; Tucker, Jennifer S. (2007). "Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods". Journal of Applied Psychology. 92 (3): 707–721.

 

Fisher, Cynthia D. (September 1985). "Social Support and Adjustment to Work: A Longitudinal Study". Journal of Management. 11 (3): 39–53.

 

Jones, G. R. (1 June 1986). "Socialization Tactics, Self-Efficacy, and Newcomers' Adjustments to Organizations". Academy of Management Journal. 29 (2): 262–279.

 

Kammeyer-Mueller, John D.; Wanberg, Connie R. (2003). "Unwrapping the organizational entry process: Disentangling multiple antecedents and their pathways to adjustment". Journal of Applied Psychology.

 

- Klein, H.J., & Weaver, N.A. (2000). The effectiveness of an organizational-level orientation training program in the socialization of new hires. *Personnel Psychology*, 53(1), 47-66.

 

Major, Debra A.; Kozlowski, Steve W. J.; Chao, Georgia T.; Gardner, Philip D. (June 1995). "A longitudinal investigation of newcomer expectations, early socialization outcomes, and the moderating effects of role development factors". Journal of Applied Psychology. 80 (3): 418–431.

 

"Organizational socialization: The effective onboarding of new employees". APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization. pp. 51–64. doi:10.1037/12171-002. ISBN 978-1-4338-0734-3.

 

Rollag, Keith; Parise, Salvatore; Cross, Rob (Winter 2005). "Getting New Hires Up to Speed Quickly". MIT Sloan Management Review. 46 (2): 35–42.