Onboarding: Employment and Academic Search Complete Essay

New Hire Orientation could be the first training a new employee has to go through when starting work in a new place.

This makes it almost more important than any other training, considering the fact that this is the first “real” time, besides previous interviews or the candidate’s own research on the new workplace, when the company “meets” the new employee in person. This first time should reinforce the employee that she made a good choice when applying to work for this particular company. The NEO is also a tool for a company to put their best foot forward and make the employee feel welcomed in her new environment. A comprehensive orientation process gives new employees the feeling that the organization expects them, which in turn makes them glad they joined the company.

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1 Most of us have been through the first day of a new workplace and it’s easy to recall how it feels. Many times we did not know anybody as we started at work and did not know who we could ask questions from. It makes most people feel a little more insecure and could pose difficulties in adjusting to the new job. On the top of this feeling, we need to attend, normally, the first few days, a NEO which should help us to get orientated on who, what, where, when and how in the company.Most of the old NEO’s, especially the ones that I encountered, consisted of mainly filling out forms that were either confusing or too long to be able to pay attention on during hours-long sessions. NEO’s are important, but they should fulfill their purpose, which is making people feel welcomed and part of an organization, instead of making them feel overwhelmed and lost in the midst of new information. “People like security.

They don’t like wondering if they are meeting expectations…help new hires swim instead of sink. ”2 Introduction.The presenter should introduce herself to the employees participating in the orientation and should ask them to do the same thing. This enhances communications between the two parties and help to ease tension in the first few minutes of the training. This part could also include the organizational charts, the purpose of the organization, the products and services, the external environment of the company and every other topic that helps to understand and familiarize the new hire with the company. New Hire paperwork.

Some of this could be done prior to the NEO as part of the hiring process.This could limit the time that new hires have to spend with filling out millions of different forms which can distract them from paying attention on the NEO itself. Many companies make packages for new hires that they send them before coming onboard to speed up the process.

At the end of NEO there should be a feedback section where the employees can let the presenter (and the HR dept or the organization itself) know what they were missing from the presentation and what more they would want to know. This could be helpful for future NEO’s and the presentation can be updated with it.The presenter should make sure that all the topics are discussed with the participants, not “just” presented to them. As per the material we covered previously in this class, active engagement will help the employees to retain the information provided and keep their attention on the presentation/training. A good NEO, just like other trainings, should have shorter and longer break times to break up the monotony of the session. Presenters have to think about bathroom and meal breaks to make sure that participants will not get distracted by simple physical needs.

It is useful to have summaries at the end of different sections to sum up the information in a few sentences and get feedback from the participants. This, again, helps the retention of information for the future. At the end of summaries, the presenter needs to leave appropriate time for employees to ask questions about what they might have not understood during the sections. As a side note, NEO should be paired with an onboarding program, possibly using mentors or sponsors assigned to the new employees, which would help themto absorb and use all the information that was learnt at the NEO. The most successful onboarding programs work with group of employees and last one or two years. They should help new hires build relationships with peers and experienced colleagues.

”8 As part of the onboarding “the most important thing you can do for a new hire is to be available”2 This statement should be true to all peers and supervisors because it would give a feeling a security to the new hire, make her feel being part of a team and help to adjust to the new workplace while using much of the information provided at the NEO. Giacalone, K. (2009).MAKING EMPLOYEES SUCCESSFUL IN ANY ECONOMY. T+D, 63(6), 37-39. Retrieved from Academic Search Complete database. http://ezproxy. umuc.

edu/login? url=http://search. ebscohost. com/login. aspx? direct=true&db=a9h&AN=40928493&site=ehost-live&scope=site Koch, M. (2008, October 13). How to help new hires swim instead of sink. Advertising Age, p.

26. Retrieved from Academic Search Complete database. http://ezproxy. umuc. edu/login? url=http://search. ebscohost. com/login. aspx? direct=true&db=a9h&AN=34828689&site=ehost-live&scope=site http://www.

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howtodothings. com/business/how-to-welcome-a-new-employee Testa, B. (2008). Early Engagement, Long Relationship?. Workforce Management, 87(15), 27-31.

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ebscohost. com/login. aspx? direct=true&db=a9h&AN=35126534&loginpage=login. asp&site=ehost-live&scope=site Rice, B. 2006). What goes into a concise employee handbook.

Urology Times, 34(4), 48-49. Retrieved from Academic Search Complete database. http://ezproxy. umuc. edu/login? url=http://search.

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Canadian Business, 79(14/15), 67-71. Retrieved from Academic Search Complete database. http://ezproxy. umuc. edu/login? url=http://search. ebscohost. com/login. aspx? direct=true&db=a9h&AN=21745501&site=ehost-live&scope=site (2001).

ORIENTATION BUILDS EMPLOYEE COMMITMENT. USA Today Magazine, 129(2670), 8. Retrieved from Academic Search Complete database. http://ezproxy. umuc. edu/login? url=http://search. ebscohost.

com/login. aspx? direct=true&db=a9h&AN=4192093&site=ehost-live&scope=site Other sources used: http://www. shrm.

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