Onboarding
Onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. It is a critical process that helps new hires adjust to the social and performance aspects of their jobs so they can quickly become productive, contributing members of the organization.
Overview[edit | edit source]
Onboarding is a multifaceted operation influenced by a number of factors such as the company culture, the employee's role within the organization, and existing company norms and guidelines. The process can vary greatly from one organization to another. Some companies, for example, might have a highly structured process that spans a period of several months to a year, while others may have an informal, brief, or non-existent onboarding process.
Importance of Onboarding[edit | edit source]
Effective onboarding programs provide multiple benefits for both employees and the organization. For new hires, a well-structured onboarding process can help reduce anxiety and increase their understanding of their roles and responsibilities. For the organization, effective onboarding can improve job performance and satisfaction, organizational commitment, and retention.
Components of Onboarding[edit | edit source]
The onboarding process typically includes formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and work environments. It may also involve socialization experiences such as peer mentoring, team building activities, and networking events.
Onboarding Best Practices[edit | edit source]
While each organization will have its own unique needs and goals for its onboarding program, there are several universal best practices that can be applied to most programs. These include setting clear roles and expectations, providing consistent and constructive feedback, and fostering a supportive work environment.
See Also[edit | edit source]
References[edit | edit source]
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