PLEASE READ THE INSTRUCTIONS. This is Doctoral work!! Provide one response to EACH student’s POST. Each response should be 200 words. PLEASE KEEP IN ORDER; the responses must be relevant to the student’s post. LET’S MAKE SURE ALL QUESTIONS ARE COVERED AND ANSWERED, and no negative responses to each student’s post.
Michelle Stepka Hi Marcus, Great post. You have clearly and thoroughly identified both critical components of onboarding new employees as well as issues that could hinder onboarding and engagement. A sound onboarding strategy must be in place for new hires to be successfully integrated into an organization. Along with giving the new employee an introduction to the company's culture, this plan should also include giving them the resources they need to succeed in their new position. I agree that mentorship and support are an important part to the onboarding process. A peer that can set a positive example and is enthusiastic to coach should serve as their mentor (Baluch & Main, 2022). The new hire should feel at ease asking their mentor questions about the organization, its culture, and their team. Poor communication is certainly an element that can lead to a poor onboarding experience. The expectations for the employee at each stage should be made clear by the talent management team (Holliday, 2020). A job description should be provided to each new hire. This ensures they are aware of their position, how they will contribute, and whether or not they are succeeding. References Baluch, A. & Main, K. (2022, October 12). 14 onboarding best practices. Forbes. https://www.forbes.com/advisor/business/onboarding-best-practicesLinks to an external site. Holliday, M. (2020, December 28). The 9 most common onboarding mistakes & problems to avoid in 2021. Oracle Netsuite. https://www.netsuite.com/portal/resource/articles/human-resources/onboarding-mistakes-problems.shtml Avis Mckinnie Hi class, Take on the role of Talent Coordinator and describe three critical components essential to a successful onboarding process. It has been illustrated that the onboarding process is about strategic integration of new hires in a way that’s designed to decrease turnover by increasing engagement although the return isn’t immediately (NACE,2016). Although this has been illustrated, so many companies fail to integrate new hires in an effective manner. Taking on the role as a Talent Coordinator, I think back to my onboarding experience with my current employer and what would have would have made a difference in ensuring my success. The first critical component that is essential to a successful onboarding process is to preboard new hires. This process will begin prior to the first day. Once a candidate has accepted their offer letter, they are officially an employee, and this is the time to make them feel welcome. To encourage engagement, a firm can send new candidates company swag, such as a water bottle or notepad with the company log as well as send the itinerary for the first day and encourage candidates to answer any questions they may have (Baluch & Main,2022). Another critical component is the boring paperwork such as tax documents, direct deposit forms, and so on. We all know the drill of filling out massive amounts of paperwork upon hiring and the amount of time this could take. Time that can take away from the day and be boring for new hires. A company can give new hires a head starts on administrative tasks by creating a company email address or link for completing the paperwork prior to the first day electronically and avoiding the hassle of printing them and filling them out manually (Baluch & Main, 2022). A third component is to make the first day exciting. My first day at work was very informative but because I had previous experience, it was boring, and I had a hard time focusing. A company can ensure candidates’ first day is fun and informative by setting up their desk or office with supplies, ID badges, handbooks, arrange a nice lunch with co-workers, or give a first day gift to name a few ideas (Baluch & Main,2022). I also think it is essential to ask employees for feedback regarding their new hire experience so the process can continue to improve over time. Research shows there are also different models companies can reference to improve its onboarding process. For example, the IWG model suggests that communication practices to help new professionals learn what they need to know to function in their new role, welcome practices that aim at addressing the emotional needs of new employees, and practices within the guide category aim at facilitating the new professional’s transition from an outsider to an insider (Frogeli & Gustavsson, 2023). Evaluate what issues could cause onboarding and employee engagement efforts to fail. Despite the benefits of a successful onboarding process, companies still face challenges that cause onboarding and employment engagement efforts to fail. Thinking of my own experience, besides the curriculum being boring, research shows onboarding programs fail due to giving employees too much information too quickly. It’s almost as if new hires are rushed into their role so they are bombarded with information which leads to new hires being overwhelmed. For my experience, I had to learn new systems versus the actual content. Let’s just say, I ended up learning as went along versus during onboarding. Another thing to consider, new hires are kept separately from existing co-workers. I always thought this severed the connection and bond in the work environment and culture and does nothing to enable the transition for new hires. Just as it is important to train new hires on compliance and work information, it is just as important to build a connection with new hires. Reference: Baluch, A., Main, K. (2022, October 12). 14 Onboarding Best Practices (2023 Guide). 14 Onboarding Best Practices (2023 Guide) – Forbes AdvisorLinks to an external site. Frögéli, E., Jenner, B., & Gustavsson, P. (2023). Effectiveness of formal onboarding for facilitating organizational socialization: A systematic review. PLoS ONE, 17(2), 1–17. https://doi.org/10.1371/journal.pone.0281823Links to an external site. NACE. (2016, March 14). Onboarding done right: New hire engagement is the keyLinks to an external site.Links to an external site.. NACE. http://www.naceweb.org/knowledge/onboarding-new-hires.aspx Marcus Mccall Introduction To ensure that recruits integrate successfully and become habituated, engaged, and productive members of the team, effective onboarding is the cornerstone of a successful employee integration process. However, the widespread notion that onboarding ends after the initial orientation may compromise the process's long-term viability. This study looks at three critical elements that must be present for the onboarding process to be effective and investigates potential pitfalls that might jeopardize both the onboarding process and subsequent employee engagement initiatives. Critical Components of Successful Onboarding · Structured Orientation: A strong and planned orientation program fundamentally influences setting the tone for a new hire's path inside the company. This phase thoroughly introduces the company's culture, beliefs, history, mission, policies, and routine administrative duties. A feeling of familiarity, comfort, and belonging is cultivated from the beginning by giving a general overview of the organizational structure, essential departments, and crucial persons (Bouton, 2015). Structured orientation lessens confusion and encourages early commitment by addressing the "big picture (Lam et al., 2021). · Clear Role Expectations: For new workers to understand their roles, performance standards, and how their contributions fit with the organization's overarching objectives, clearly stated job expectations are crucial. Defining performance measurements, project schedules, and job-specific duties are all part of this component. Transparent communication about communication routes, reporting structures, and career progression opportunities further equip recruits for professional success. Early expectation setting improves work satisfaction and averts misalignments that could cause disengagement. · Mentorship and Support: It helps new workers integrate more easily into the corporate culture and operations by assigning them a mentor or friend. Mentors assist with unwritten rules, best practices, organizational dynamics, insights, questions, and answers. This procedure aids recruits in networking, gaining access to unofficial knowledge, and adjusting more quickly. Employees build a sense of camaraderie and confidence that positively impacts their engagement when they feel encouraged and directed through their early experiences (Azeem et al., 2021). Issues That Could Hinder Onboarding and Engagement · Lack of Personalization: Disengagement may occur if a standardized onboarding procedure is used without considering individual requirements. Every new hire brings different experiences, talents, and preferences to their position. Employees may feel neglected if the onboarding process is not tailored to them based on these characteristics, which will fully lower their motivation to commit to their positions (Chillakuri, 2020). · Insufficient Communication: Poor or ambiguous communication can be perplexing and reduce participation. Recruits may find adjusting easier if they get regular updates, the tools they need, or helpful criticism (NACE, 2016). Employees' feelings of purpose and dedication are increased through open, frequent communication that keeps them informed and engaged. · Inadequate Integration with Company Culture: Disengagement can result from failing to incorporate new employees into the company's culture and values. Employees must comprehend and embrace the business culture to connect their behaviors with the organization's ethos. Lack of focus on cultural integration can lead to feelings of alienation and exclusion, which can lower participation levels. Conclusion An efficient onboarding procedure involves more than just an introduction and administrative duties. Organizations may create an atmosphere that develops engagement, promotes growth, and unlocks employees' full potential by emphasizing organized orientation, defined job requirements, and mentorship. A motivated, integrated workforce ready for success inside the organization may be produced by improving the onboarding process by addressing possible difficulties, including personalization, communication gaps, and cultural integration. References: Azeem, M., Ahmed, M., Haider, S., & Sajjad, M. (2021). Expanding competitive advantage through organizational culture, knowledge sharing, and organizational innovation. Technology in Society, p. 66, 101635. Bouton, K. (2015, July 17). Recruiting for cultural fit Links to an external site.Links to an external site. Harvard Business Review. https://hbr.org/2015/07/recruiting-for-cultural-fit Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277-1296. Lam, L., Nguyen, P., Le, N., & Tran, K. (2021). The relation among organizational culture, knowledge management, and innovation capability: Its implication for open innovation. Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 66. NACE (2016) ONBOARDING DONE RIGHT: NEW HIRE ENGAGEMENT IS THE KEY Retrieved From https://www.naceweb.org/talent-acquisition/onboarding/onboarding-done-right-new-hire-engagement-is-the-key/