Solution

Onboarding, orientation, induction

Onboarding is the process of helping new hires to learn about the company starting before they formally join, after joining, understanding how company operates to speeding up in their roles and responsibilities (Ibrahim et al., 2022). Orientation refer to events arranged for new hires to attend so that they can learn more about organisational policies, mission, vision and ways of working (McCartney, 2022). Induction is a process through which new hires acclimatise to their new working environment and jobs (McCartney, 2022).

Components

The components included in the onboarding process are; culture and values, benefits and policies, role-specific information and organisation information (McCartney, 2022). Culture and values covers set of guidelines such as mission, ethics and employer brand that informs and guides how organisation operates. Benefits and policies could be special leave, holidays, working time, sick pay and grievance policies. Role-specific information refer to learning about new job requirements, interacting with others and meeting with key senior employees. Lastly, new hires are taken through organisation information including quality systems, strategy, background and organisational structure.

Benefits

Employee retention – CIPD’s (2022) resourcing and talent planning report found that retention is top of organisations agenda in post-pandemic. Effective onboarding can improve employee retention by making them feel they are valued and taken care off by the organisation.

Improved company culture – Onboarding includes communicating mission, values, vision, policies and ethics. These are key aspect of cementing organisation culture as well as ensuring easier assimilation of organisation culture.

Increased productivity – Research suggests that onboarding increases individual ability to understand roles and responsibilities (Yadav et al., 2020). This makes them to be aware of expectations and hence work toward those expectations.

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