Onboardingprocess at my work place takes a span of one to two years. Thecompany relies more on traditional method of employee orientationthan on electric onboarding. Rarely does the use of digital methodused. First, the management ensures that all employees are providedwith a handbook that has all the topics to be discussed in theorientation session for new employees.
Thechief executive personnel orient the new hires to the business. Atthis level, the mission statement, history, future plans,organizational structure, objectives, and goals of the company arediscussed. The customer service manager then takes them through thecompany’s procedures and policies like smoking restrictions,expense claims, dress code, and reporting procedures (Isbell, Mccain,Meadors, Post, & Schneider, 2008).
Thegeneral manager in charge of operations introduces the new employeesto other employees, explains emergency procedures, identifiesamenities, and also familiarizes them with safety equipment(Schneider et al., 2008). The benefit package is later discussed bythe human resource team. The benefit package involves sick leave,holidays, and group insurance.
Thegeneral managers in charge of human resource and operations take theresponsibility of describing performance expectations and jobresponsibilities to the new hires. They provide them with manuals foroperating equipment, discuss applicable legislation, review jobdescription, and finally, review product standards.
Accordingto Klein & Weaver (2000), onboarding conveys the values and brandof the organization, explains professional culture and people, alignsperformance and expectations of the institution, and allows employeesto be assimilated in the organization for high productivity. There isneed for the leaders in my company to embrace both traditional anddigital method of employee onboarding to improve this process. Thetraditional onboarding has limitations like instructions might differfrom one person to another, and pre-planning training sessions alsoconsumes time. To combat these problems, the company should ensurethat boardroom training is offered along with online training forconsistency in delivery of information.
Isbell,M., Mccain, K., Meadors, D., Post, A., & Schneider, S. (2008).Recruit and Retain great Employees: Proven Approaches you workforce.Journal(American Water Works Association),100 (8), 52-56.
Klein,H. J., & Weaver, N. A. (2000). The Effectiveness of anOrganizational-level Orientation Training Program in theSocialization of New Hires. PersonnelPsychology,53, 47–66.